Law / United States / New York / New York City
Automated Employment Decision Tools Bias Audit and Notice Law
N.Y.C. Admin. Code tit. 20, ch. 5, subch. 25, secs. 20-870 to 20-874 (Local Law 144 of 2021)
A citation is an address, not a summary. The first part names the law; what follows narrows it to the exact section, article or paragraph.
In force since 1 January 2023.
An AI risk obligations rule binding private bodies.
As of 3 September 2026.
What it requires
- Before screening a candidate or employee in New York City with an automated employment decision tool, a product must be the subject of a bias audit performed within the prior year, publish a summary of that audit, and notify each affected candidate or employee at least ten business days beforehand of the tool's use and the job qualifications and characteristics it assesses.
What it reaches
What it reaches
duty
Who checks it
Audit expectation
periodic
Who audits it
Independent third party
Where the report goes
Published summary
What this law does
Drafted with AI from the cited sources under the direction of UnGovr staff. UnGovr holds editorial responsibility for this page.
In New York City it is unlawful for an employer or employment agency to use an automated employment decision tool to screen a candidate or employee for an employment decision unless the tool has been the subject of a bias audit conducted within the prior year and a summary of that audit is published on the employer's or agency's website before use.
Any employer or agency using such a tool must also notify each covered candidate or employee, at least ten business days before use, that the tool will be used and what job qualifications and characteristics it assesses.
When LexLint raises it
high_risk_decisions
Read the law
New York City Administrative Code, official codified text of Subchapter 25 of Title 20