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NYC · Local Law 144
Automated-hiring bias audit.
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Citation: NYC Admin Code §20-871(a) audit · §20-871(b) notice · §20-872 penalties
In the same family
What to do about it
A signed record of which AI you used and what you checked, sealed to the exact file you deliver, made on your own machine and checkable free by anyone you send it to.
Part of the Regulayer™ proof catalogue: 156 laws and standards, one sealed engine. This page is a product description, not legal advice.
What the statute requires, section by section
New York City Local Law 144 of 2021, regulating Automated Employment Decision Tools (AEDTs), codified at N.Y.C. Administrative Code §§ 20-870 to 20-874, with implementing rules at Title 6 of the Rules of the City of New York (RCNY) §§ 5-300 to 5-304 (effective enforcement July 5, 2023). Provisions addressed:
- N.Y.C. Admin. Code §20-870
- Definitions (automated employment decision tool; bias audit).
- N.Y.C. Admin. Code §20-871(a)
- An AEDT may not be used unless it has been the subject of a bias audit conducted no more than one year before use.
- N.Y.C. Admin. Code §20-871(b)
- A summary of the most recent bias audit results and the distribution date must be made publicly available.
- N.Y.C. Admin. Code §20-871(b)/§20-872
- Notice to candidates and employees that an AEDT will be used, and of the job qualifications/characteristics it assesses.
- 6 RCNY §§ 5-301 to 5-304
- Impact-ratio methodology and independent-auditor requirements for the bias audit.
Taken from the Regulayer™ entry for this instrument, which is built against the primary text.