What does New York City Local Law 144 require for AI hiring tools?

Local Law 144 bars employers and employment agencies in New York City from using an automated employment decision tool to screen candidates or employees unless the tool has had an independent bias audit within the past year, a summary of the results is published, and candidates are notified that the tool is being used.

How it works

1. Identify any tool that substantially assists hiring or promotion decisions.
2. Commission an independent bias audit every year and publish the summary.
3. Tell candidates about the tool and the job qualifications it assesses.
4. Keep sealed records of the audit and the notices.