NYC Local Law 144 of 2021 — Automated Employment Decision Tools

Summary

New York City Local Law 144 of 2021 (Int. 1894-2020, enacted December 11, 2021) bars employers and employment agencies in the city from using an automated employment decision tool unless the tool has had an independent bias audit within the past year, a summary of the audit results is public, and candidates or employees receive notice at least 10 business days before use. Information on the data collected, its source and the employer's data retention policy must be available on written request. The law took effect on January 1, 2023; the Department of Consumer and Worker Protection began enforcing it and its rules on July 5, 2023. Civil penalties run up to $500 for a first violation and $500 to $1,500 for each later violation. A New York State Comptroller audit of DCWP's enforcement (Report 2024-N-6, released December 2, 2025, covering July 2023 to June 2025) found the complaint process ineffective, noted only two AEDT complaints in the period, and reported that DCWP's review of 32 companies found one issue where the auditors found at least 17 instances of potential non-compliance; DCWP disagreed with some findings but agreed to adopt most of the 13 recommendations in part or in full.

Key dates

1. December 11, 2021Enacted
2. October 16, 2026Checked against sources
3. October 19, 2026Checked against sources
4. October 21, 2026Checked against sources

Developments are added when the record is reviewed. Next review: October 19, 2027.

Evidence

Each passage is quoted from its source. The quoted passages are re-checked against the live pages every month.

1. Enactment date: 12/11/2021 Law number: 2021/144

   Supports: Enactment date and law number

   This local law takes effect on January 1, 2023

   Supports: Effective date

   is liable for a civil penalty of not more than $500 for a first violation

   Supports: Penalty, first violation

   not less than $500 nor more than $1,500 for each subsequent violation

   Supports: Penalty, subsequent violations

   information about the type of data collected for the automated employment decision tool, the source of such data and the employer or employment agency's data retention policy shall be available upon written request

   Supports: Data and retention disclosure on request

   Int 1894-2020: Automated employment decision tools New York City Council (Legistar) Primary source

2. Local Law 144 of 2021 regarding automated employment decision tools ("AEDT") prohibits employers and employment agencies from using an automated employment decision tool unless the tool has been subject to a bias audit within one year of the use of the tool

   Supports: Core requirement

   Note: DCWP will begin enforcement of this law and rule on July 5, 2023.

   Supports: Enforcement start

   Automated Employment Decision Tools (AEDT) NYC Department of Consumer and Worker Protection Primary source

3. To determine whether the New York City Department of Consumer and Worker Protection has designed and implemented an effective system to enforce compliance with Local Law 144. The audit covered the period from July 2023 through June 2025.

   Supports: Comptroller audit objective and period

   DCWP surveyed websites and bias audits of 32 companies and identified just a single issue of non-compliance.

   Supports: DCWP review of 32 companies found one issue

   We reviewed the same companies and identified at least 17 instances of potential non-compliance under LL144.

   Supports: Auditors found at least 17 instances of potential non-compliance

   Report 2024-N-6, Audit Highlights, Key Findings Office of the New York State Comptroller Primary source

4. DCWP disagreed with some of the audit findings but agreed to adopt the majority of the recommendations in part or in full.

   Supports: DCWP response to the audit

   DiNapoli: New Yorkers Deserve a Transparent Hiring Process When Artificial Intelligence Is Used To Vet Their Job Applications Office of the New York State Comptroller Primary source