NYC Local Law 144: Does It Apply to Your Business?
NYC Local Law 144 applies to any employer using automated employment decision tools in New York City — regardless of company size. A five-person startup faces the same requirements as a Fortune 500.
What counts as an AEDT?
Any computational process using machine learning, statistical modelling, or AI that issues a score, classification, or recommendation used to substantially assist employment decisions. This includes AI resume screeners, video interview assessors, and skills-based testing platforms.
Requirements
Independent bias audit conducted annually. Results posted publicly on your website. Candidates notified at least 10 business days before the tool is used. Alternative selection process offered upon request.
What most businesses get wrong
Many assume this only applies to large employers or only to NYC-based companies. Wrong on both counts. If you hire anyone in NYC using AI tools, you’re covered.