NYC Local Law 144 Compliance
Meet NYC Local Law 144 bias audit and notice requirements for automated employment decision tools.
The Problem
NYC Local Law 144 requires employers using Automated Employment Decision Tools (AEDTs) for NYC candidates or employees to conduct annual independent bias audits, publish audit results on their website, and notify candidates that an AEDT is being used.
How Aegis Firma Solves It
Aegis Firma helps employers identify which AI tools qualify as AEDTs under NYC LL144, generate the required candidate and employee notices, maintain audit documentation, and track annual audit deadlines.
How It Works
Identify AEDTs in use
Map your hiring and employment AI tools against the AEDT definition under NYC LL144.
Generate candidate notices
Produce required notices informing NYC candidates that an AEDT is used in their evaluation.
Document audit process
Maintain documentation of your annual bias audit process and results.
Publish audit summary
Create the public-facing audit summary required for posting on your careers page.
Key Features
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Frequently Asked Questions
Does NYC Local Law 144 apply if I use a third-party ATS?
Yes. If you use an ATS or recruitment platform with AI screening features for NYC candidates, you as the employer have the NYC LL144 obligations — not the ATS vendor. You must ensure the annual bias audit covers the AI tool's impact on your NYC hiring outcomes.