Automated Employment Decision Tools (AEDT)
Local Law 144 of 2021 prohibits employers and employment agencies in New York City from using automated employment decision tools unless the tool has undergone a bias audit within one year of use, audit information is publicly available, and mandatory notices are provided to candidates or employees. The law is enforced by the New York City Department of Consumer and Worker Protection.
Summary and content fields are drawn from the document text and are pending editorial review.
Who issued it
Who it governs
Employers, employment agencies, workers, and job candidates in New York City who need to understand compliance and rights regarding automated hiring tools.
What the document contains
The web page and associated law cover the regulations, bias audit requirements, public disclosure rules, candidate notices, enforcement dates, and complaint procedures regarding automated employment decision tools in New York City.
The exact technical methodologies for conducting bias audits and comprehensive definitions of all covered AI models are not detailed on this landing page.
- Employers and employment agencies cannot use automated employment decision tools unless the tool has been subjected to a bias audit within one year of use.
- Information about the bias audit must be made publicly available.
- Certain notices must be provided to employees or job candidates prior to the use of an AEDT.
- Individuals can file a complaint online with DCWP if an employer fails to conduct a bias audit, post a summary, or give required notices.
· Automated Employment Decision Tools (AEDT) · FAQ · File a Complaint · Educational Roundtables
How it scores
Each score is backed by a quote verified against the document text. Editorial review has not yet confirmed them.
Accountability
0/5Clear responsibility for AI outcomes
screening score · 2026-10-23
Fairness
4/5Non-discrimination and equitable treatment
unless the tool has been subject to a bias audit within one year of the use of the tool
Introduction
screening score · 2026-10-23
Human Dignity
0/5Respect for the inherent worth of persons
screening score · 2026-10-23
Human Oversight
0/5Humans remain in control of consequential decisions
screening score · 2026-10-23
Privacy
0/5Protection of personal data and private life
screening score · 2026-10-23
Transparency
4/5Openness about how AI systems work and are used
information about the bias audit is publicly available, and certain notices have been provided to employees or job candidates
Introduction
screening score · 2026-10-23
Enforcement
4/5Consequences and compliance mechanisms with real force
Note: DCWP will begin enforcement of this law and rule on July 5, 2023.
Introduction
screening score · 2026-10-23
Impact Assessment
4/5Required assessment of an AI system's risks/impacts before or during use
prohibits employers and employment agencies from using an automated employment decision tool unless the tool has been subject to a bias audit
Introduction
screening score · 2026-10-23