What the law covers
Local Law 144 of 2021 regulates automated employment decision tools (AEDTs): computational processes, including machine learning and AI, that issue a score, classification or recommendation used to substantially assist or replace discretionary decisions about hiring or promotion. Enforcement by the Department of Consumer and Worker Protection began on 5 July 2023.
It applies to employers and employment agencies using an AEDT to assess candidates for jobs located in New York City, or employees being considered for promotion there. Whether a particular tool counts as an AEDT depends on how its output is used in the decision.
What employers must do
The law sets civil penalties per violation, which increase for repeat violations.
- Have a bias audit of the tool conducted by an independent auditor no more than one year before use, and repeat it at least yearly.
- Publish a summary of the most recent audit results, including selection or scoring rates and impact ratios by sex, race and ethnicity, and their intersections, along with the date of the audit.
- Notify candidates and employees who live in New York City at least 10 business days before the tool is used, explaining that it will be used and the job qualifications and characteristics it assesses.
- Tell candidates how to request an alternative selection process or a reasonable accommodation, where one is available.
- Make information about the type of data collected, its source and the retention policy available, on the website or on written request.
How SynergicHire supports Local Law 144
| Obligation | What SynergicHire does |
|---|---|
| Bias audit data | Exports selection rates and a row per decision, in a form an independent auditor can analyse. Every export is itself recorded in the audit log. |
| Candidate notice | Candidates are told what an AI reads, what is recorded and who decides, before they apply and again before a screen or coding round starts. |
| Human decision | A named person signs off every round and records every outcome. Nothing advances or rejects a candidate automatically. |
| Data and retention | Recordings are erased on a schedule you set, and deletion requests are logged with who acted and when. |
| Record of use | An append-only activity log records what happened to each candidate and who did it. |
This is general information, not legal advice
This page summarises the law at a high level as we understand it on the date below. Laws, regulations and official guidance change, and how they apply depends on your circumstances. Speak to your own counsel before relying on it.
Using SynergicHire does not make an employer compliant on its own. The bias audit must be carried out by an independent auditor that you engage; SynergicHire provides the data export, not the audit. Publishing the summary, sending notices on time, offering alternatives and deciding whether a tool is an AEDT in your process remain the employer's responsibility.
Questions
Does NYC Local Law 144 apply to AI screening interviews?
It can. If an AI screen's score or recommendation is used to substantially assist or replace a hiring decision for a New York City role, the tool is likely an automated employment decision tool. Ask counsel how it applies to your process.
Can SynergicHire perform our bias audit?
No. The law requires an independent auditor. SynergicHire exports the selection rates and per-decision data the auditor needs.
How far in advance must candidates be notified?
At least 10 business days before the tool is used, for candidates who reside in New York City. Notice can be given on the careers site, in the job posting, or by mail or email.
Does SynergicHire make automated hiring decisions?
No. The AI assesses and recommends, and a named person signs off every round and records every outcome.