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Are your AI hiring tools exposing you under NYC Local Law 144?
If your team uses screening, ranking, or other AI tools in hiring, NYC Local Law 144 can require a bias audit and candidate notices.
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What NYC Local Law 144 Actually Requires
Plain-English summary of what most staffing & recruiting firms get wrong.
Who it applies to
Any employer or staffing agency that uses software or AI that screens, ranks, scores, or shortlists candidates for NYC roles — even if you’re based outside NYC.
What triggers the law
Use of an “Automated Employment Decision Tool (AEDT)” — including AI resume screening, automated assessments, AI interview tools, or AI features inside your ATS.
Two core obligations
1) An independent bias audit of the tool (within the last year).
2) Clear candidate notice that AI was used and what it evaluates.
Fines & risk
$500 for a first violation, then up to $1,500 per day the violation continues — which can translate to roughly $40k–$45k per month if uncorrected.
Bias audits
Candidate notices
Vendor documentation
Governance records
Why this matters for staffing:
If your firm screens candidates daily in NYC, even a small compliance gap can become very expensive very fast.
Not legal advice:
This is informational. We help you get ready — your attorney confirms your final position.