Law / United States / New York / New York City

New York City

New York law applies in New York City New York City is a local jurisdiction within New York, whose 19 researched instruments are listed on the New York page, not here. The law of New York City, described on this page below, applies here too.

All 2 named instruments researched to a stage, across two of the six areas of law we track: 2 in force. As of 3 September 2026.

AI law 1
Privacy law 1
Scraping law none researched
Cybersecurity law none researched
Age gating law none researched
News aggregation law none researched

in forceenacted but not yet in forceproposedrepealed, withdrawn or blocked

Drafted with AI from the cited sources under the direction of UnGovr staff. UnGovr holds editorial responsibility for this page.

AI law1 instrument, 1 in force

Research summary (93 words)

New York City conditions an employer's or employment agency's use of an automated employment decision tool (AEDT) on an independent bias audit and a set of disclosures, rather than banning the technology outright.

A covered tool may not be used to screen a candidate or employee unless it has been the subject of a bias audit within the past year, a summary of that audit is published, and both the fact of automated screening and the tool's job-relevant data are disclosed to the candidate or employee at least ten business days before use.

AI risk obligations

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)New York City Administrative Code, official codified text of Subchapter 25 of Title 20

In force since 1 January 2023. Binds private bodies.

What this law does

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.

What it requires

Privacy law1 instrument, 1 in force

Research summary (65 words)

New York City conditions a commercial establishment's collection of biometric identifier information on entrance signage disclosing the practice, and separately bars any commercial establishment from selling, leasing, trading, or otherwise profiting from the transaction of biometric identifier information regardless of whether it posts a sign. The law exempts government agencies entirely and arms an aggrieved customer with a private right of action carrying statutory damages.

Biometric privacy

Biometric Identifier Information Law

N.Y.C. Admin. Code tit. 22, ch. 12, secs. 22-1201 to 22-1205 (Local Law 3 of 2021)New York City Administrative Code, official codified text of Chapter 12 of Title 22

In force since 9 July 2021. Binds private bodies.

What this law does

A commercial establishment, a place of entertainment, retail store, or food and drink establishment, that collects, retains, converts, stores, or shares customers' biometric identifier information must post a clear and conspicuous sign at every customer entrance disclosing that practice.

Separately, it is unlawful for any commercial establishment to sell, lease, trade, share in exchange for anything of value, or otherwise profit from the transaction of biometric identifier information, and the law does not apply to a government agency, employee, or agent.

What it requires

This page covers the instruments LexLint has researched to a stage. Instruments named in the corpus but not yet researched are counted in the head and are not listed here. Every entry carries its own primary source on its note page. This is a research index, not legal advice.