A practical, plain-English guide to complying with New York City Local Law 144 when using AI-assisted hiring tools.
New York City Local Law 144 regulates the use of Automated Employment Decision Tools (AEDTs) in hiring and promotion.
In simple terms, the law requires transparency when software is used to screen, score, rank, or automatically advance candidates for roles based in New York City.
The law does not ban AI in hiring. It requires employers to:
Take this quick assessment to check if you need to comply.
Understand whether your hiring process requires compliance and what to do next - under 3 minutes.
| Responsibility | Expert Hire | Employer / Client |
|---|---|---|
| Provide AI hiring software | ||
| Enable human-in-the-loop controls | ||
| Provide compliance templates | ||
| Conduct independent bias audit | ||
| Publish AEDT notice | ||
| Maintain annual audit updates | ||
| Handle candidate accommodation requests |
Expert Hire is designed to empower recruiters and hiring managers, not replace them.
The tool does not automate the decision; it merely scores or classifies to assist human recruiters.
Admins can toggle automated features off for candidates in NYC jurisdiction using our Regional Settings.
Recruiters can override, review, or adjust outcomes. Final hiring decisions remain human-led.
Even with human-in-the-loop design, certain configurations may still qualify as AEDTs under NYC law. That is why transparency and audits matter.
This template is designed to be employer-owned, legally neutral, and easy for candidates to understand.
Download AEDT Compliance Notice (DOCX)Yes. NYC law requires a bias audit conducted by an independent third party.
No. We provide tools and templates, but audits must be independent.
No. If AI meaningfully influences outcomes, the law may still apply.
Yes, but that may limit operational efficiency.
If you are unsure how the law applies to your setup, or want help reviewing your compliance approach:
Talk to Compliance Support