01
Scope of application & addressees
- Employers and employment agencies using an AEDT in New York City
- Vendors supplying hiring-screening, scoring or promotion tools
- Teams responsible for bias audits, candidate notices and hiring data
02
Core regulatory mandates & key requirements
01An independent bias audit must have been completed within one year before use.
02A summary of audit results and information about data distribution must be public.
03Candidates or employees receive advance notice about the tool and the job qualifications it assesses.
03
Enforcement & compliance timeline
Local Law 144 became law.
The law took effect.
New York City began enforcement.