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.
What follows is LexLint's own research summary of this law, not legal advice.
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
How the hook was established
express
What it reaches
duty
What makes it apply
Operator establishment, Data subject residence
What it makes you log
Who may demand the log
Public, Data subject, Regulator
What the log must hold
System identity, Input reference, Data lineage, Decision basis
Logging duty
An employer or employment agency may not use an automated employment decision tool unless it has been the subject of a bias audit conducted within the prior year, with a summary of the results published. On a candidate's or employee's written request, the employer or employment agency must also provide the type of data collected for the tool, the source of that data, and its own data retention policy, within thirty days, unless disclosure would violate another law or interfere with a law enforcement investigation. The law does not itself set how long that data or the retention policy must be kept; it requires disclosing whatever policy the employer already follows.
- Kind
- Explicit
- As of
- 21 September 2026
- Provision
- ยง 20-871
- Trigger
- automated_decisions
Why the legislator wanted it
- As of
- 21 September 2026
- Quote
- and compare the selection rates to the most selected category to determine an impact ratio.
- Source link
- https://rules.cityofnewyork.us/wp-content/uploads/2023/04/DCWP-NOA-for-Use-of-Automated-Employment-Decisionmaking-Tools-2.pdf
- Source kind
- Regulator guidance
- Purpose
- bias_and_performance_monitoring
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
Every line above is drawn from the primary source linked here, read on the date shown. This is a research summary, not legal advice.