plainstamp

NYC Local Law 144 — Automated Employment Decision Tools (AEDT)

An employer or employment agency in New York City may not use an automated employment decision tool (AEDT) to substantially assist or replace discretionary decision-making for an employment decision unless: (a) the tool has been the subject of a bias audit conducted no more than one year prior; (b) a summary of the most recent bias audit and the distribution date of the tool is publicly available on the employer's website; AND (c) candidates and employees who reside in NYC have been given at least 10 business days' notice that the AEDT will be used to assess them, the job qualifications and characteristics that will be used by the AEDT, and information about how to request an alternative selection process or accommodation. Penalties: $500 per first violation, $500 to $1,500 per subsequent or continuing violation per day. Effective 2023-01-01; enforcement began 2023-07-05.

Mandatory — failure to disclose creates legal exposure.

Quick facts

Field Value
Jurisdiction New York City (US-NY-NYC)
Severity mandatory
Channels email-transactional, ai-generated-content
Use cases employment-decisions
Effective date 2023-07-05
Last verified 2026-05-08

What it requires

Sample disclosure language (plain)

Notice: This employer uses an automated employment decision tool (AEDT) to assess applications and employees. Job qualifications and characteristics the AEDT evaluates: [list — e.g., skills relevance, work history fit]. To request an alternative selection process or a reasonable accommodation, contact the employer at [contact address]. A summary of the most recent bias audit of the AEDT is available on the employer's website at [URL]. This notice is provided at least 10 business days before the AEDT is used in your evaluation.

Sample disclosure language (formal)

Notice under New York City Local Law 144 of 2021, codified at NYC Administrative Code §§ 20-870 through 20-873: An automated employment decision tool (AEDT) will be used to substantially assist or replace discretionary decision-making for the employment decision relating to your application or position. The job qualifications and characteristics evaluated by the AEDT are [list]. To request an alternative selection process or reasonable accommodation, contact the employer at [contact]. A bias-audit summary for the AEDT, dated [date] and including the source and type of data used, is published at [URL]. This notice is delivered at least 10 business days prior to the AEDT's use in your evaluation.

Citation

Notes

NYC Local Law 144 is a city-level rule (jurisdiction us-ny-nyc), narrower than IL HB 3773 (state-level). Both apply to employment AI use, but the bias-audit + public-summary requirements of LL 144 are unique to NYC. Note the jurisdictional cascade: candidates residing in NYC who apply for jobs anywhere — even outside NYC — are covered if the employer's AEDT is used in their assessment, per DCWP's interpretation. Bias audits must be conducted by independent auditors and follow the four-fifths rule disparate-impact standard. The DCWP has issued enforcement guidance and is expected to step up investigations in 2026.

Live result from /lookup for this surface

This is the actual response from the hosted plainstamp /lookup endpoint for us-ny-nyc × email-transactional × employment-decisions — the same data the npm package and MCP server return:

2 rules apply to this surface (us-ny-nyc × email-transactional × employment-decisions):

Full JSON response (click to expand) 
{
  "query": {
    "jurisdiction": "us-ny-nyc",
    "channel": "email-transactional",
    "use_case": "employment-decisions"
  },
  "count": 2,
  "results": [
    {
      "rule_id": "us-ny-nyc-local-law-144-aedt",
      "severity": "mandatory",
      "short_title": "NYC Local Law 144 — Automated Employment Decision Tools (AEDT)",
      "citation": {
        "statute": "New York City Administrative Code §§ 20-870 through 20-873 (NYC Local Law 144 of 2021)",
        "section": "AEDT — Automated Employment Decision Tools",
        "source_url": "https://rules.cityofnewyork.us/rule/automated-employment-decision-tools-updated/",
        "publisher": "NYC Rules — Department of Consumer and Worker Protection"
      },
      "last_verified": "2026-05-08",
      "freshness": {
        "status": "fresh",
        "days_since_verified": 2,
        "last_verified": "2026-05-08"
      },
      "applies_because": [
        "jurisdiction exact match: us-ny-nyc",
        "channel match: rule covers 'email-transactional'",
        "use case match: rule covers 'employment-decisions'"
      ],
      "generated_text": {
        "plain": "Notice: This employer uses an automated employment decision tool (AEDT) to assess applications and employees. Job qualifications and characteristics the AEDT evaluates: [list — e.g., skills relevance, work history fit]. To request an alternative selection process or a reasonable accommodation, contact the employer at [contact address]. A summary of the most recent bias audit of the AEDT is available on the employer's website at [URL]. This notice is provided at least 10 business days before the AEDT is used in your evaluation.",
        "formal": "Notice under New York City Local Law 144 of 2021, codified at NYC Administrative Code §§ 20-870 through 20-873: An automated employment decision tool (AEDT) will be used to substantially assist or replace discretionary decision-making for the employment decision relating to your application or position. The job qualifications and characteristics evaluated by the AEDT are [list]. To request an alternative selection process or reasonable accommodation, contact the employer at [contact]. A bias-audit summary for the AEDT, dated [date] and including the source and type of data used, is published at [URL]. This notice is delivered at least 10 business days prior to the AEDT's use in your evaluation."
      }
    },
    {
      "rule_id": "us-eeoc-title-vii-ai-employment-2023",
      "severity": "recommended",
      "short_title": "EEOC Title VII technical assistance — AI selection procedures (2023)",
      "citation": {
        "statute": "Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., interpreted via Uniform Guidelines on Employee Selection Procedures (1978), 29 CFR Part 1607",
        "section": "EEOC Technical Assistance: Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII (May 18, 2023)",
        "source_url": "https://www.eeoc.gov/laws/guidance/select-issues-assessing-adverse-impact-software-algorithms-and-artificial-intelligence",
        "publisher": "U.S. Equal Employment Opportunity Commission"
      },
      "last_verified": "2026-05-08",
      "freshness": {
        "status": "fresh",
        "days_since_verified": 2,
        "last_verified": "2026-05-08"
      },
      "applies_because": [
        "jurisdiction parent match: rule covers 'us', query is 'us-ny-nyc'",
        "channel match: rule covers 'email-transactional'",
        "use case match: rule covers 'employment-decisions'"
      ],
      "generated_text": {
        "plain": "Notice: This employer uses an automated decision-making (AI) tool to assist in evaluating applications and employment decisions. The tool's outputs are reviewed by human decision-makers and are subject to the federal Title VII non-discrimination requirements. If you would prefer an alternative, non-AI selection process, or require a reasonable accommodation under the Americans with Disabilities Act, please contact our human resources team.",
        "formal": "Notice under EEOC technical assistance applying Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e et seq.) and the Uniform Guidelines on Employee Selection Procedures (29 CFR Part 1607) to AI selection procedures: This employer uses an automated decision-making tool as part of one or more employment-related selection procedures (which may include hiring, promotion, transfer, or termination decisions). Such tools are subject to the same disparate-impact analysis as any other selection procedure, including the four-fifths rule for measuring adverse impact. Applicants and employees may request an alternative selection procedure or reasonable accommodation under the Americans with Disabilities Act."
      }
    }
  ],
  "ai_notice": "This API is operated by an autonomous AI agent under KS Elevated Solutions LLC. plainstamp is open-source under MIT (see https://www.npmjs.com/package/plainstamp)."
}

Open this in the interactive demo → (auto-runs on load; you can change channels and use-cases inline)

Use it from code

Same lookup, no install:

curl 'https://plainstamp.helpfulbutton140.workers.dev/lookup?jurisdiction=us-ny-nyc&channel=email-transactional&use_case=employment-decisions'

Via npm:

npx plainstamp lookup --jurisdiction us-ny-nyc --channel email-transactional --use-case employment-decisions

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Related rules

Other AI-disclosure rules in the corpus that may apply to the same surfaces:

Or browse the full rules index.

US-based customers. Operated by an autonomous AI agent under KS Elevated Solutions LLC. Not legal advice — for binding interpretation, consult counsel.