If you use an automated employment decision tool to hire or promote for jobs in New York City, the law requires an independent bias audit every year, a public summary of the results, and advance notice to candidates. We run the audit and hand you everything you need to publish.
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An independent auditor must test the tool within one year before you use it. The audit calculates selection or scoring rates and impact ratios by sex, race/ethnicity, and intersectional categories.
Post a summary of the most recent audit, and the date you started using the tool, on the employment section of your website before you use it.
Tell NYC candidates and employees at least 10 business days in advance that a tool will be used, what job qualifications it assesses, and how to request an alternative process or accommodation.
NYC Local Law 144 regulates automated employment decision tools (AEDTs) used to hire or promote people for jobs in New York City. Enforcement began July 5, 2023. Employers and employment agencies must have each tool bias-audited by an independent auditor every year, publish a summary of the results, and notify candidates before the tool is used. The NYC Department of Consumer and Worker Protection (DCWP) enforces it.
A tool that uses machine learning, statistical modeling, data analytics, or AI to produce a simplified output, such as a score, ranking, classification, or recommendation, that substantially assists or replaces discretionary hiring or promotion decisions. Resume screeners, candidate ranking features in an ATS, and scored video or game-based assessments are common examples.
Every year. You may only use a tool if its most recent bias audit was completed within the past year, so audits need to be renewed before the one-year mark.
Sometimes. DCWP's rules allow an audit that combines data from multiple employers, but only if you contributed your own historical data to it or have never used the tool. Even then, you are still responsible for publishing the summary and notifying candidates.
Someone who was not involved in using, developing, or distributing the tool, is not employed by the employer or vendor, and has no financial interest in either. Greenpoynt does not sell or recommend hiring tools.
The rules allow test data when historical data is insufficient. The public summary must explain why test data was used and describe it.
Up to $500 for a first violation and $500 to $1,500 for each subsequent violation. Each day a tool is used without a valid audit, and each candidate not given proper notice, can count as a separate violation. A December 2025 New York State Comptroller audit criticized DCWP's enforcement, and the agency has since formalized its enforcement procedures.
Last reviewed October 2026. This page is general information, not legal advice.
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