What are the NYC Local Law 144 (AEDT) compliance deadlines?

Jul 5, 2023: DCWP enforcement begins.

When does NYC Local Law 144 (AEDT) take effect?

NYC Local Law 144 (AEDT) took effect on Jul 5, 2023.

Who does NYC Local Law 144 (AEDT) apply to?

Employers and employment agencies using AEDTs for hiring or promotion decisions for candidates or employees in New York City. No size threshold.

What are the penalties under NYC Local Law 144 (AEDT)?

Civil penalties up to $500 for a first violation (and each additional violation the same day) and $500 to $1,500 for each subsequent violation; each day of non-compliant use and each failure to notice is a separate violation.

NYC Local Law 144 (AEDT)

In force New York City, New York · In force Jul 5, 2023 · no upcoming deadlines

Official text

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Deadlines

EnforcementJul 5, 2023 · 3.3 years ago · Source

DCWP enforcement beginsBias audit, results publication and candidate notice requirements are enforced.

Summaries for reference, not legal advice. Check the official text.

What it does

Employers and employment agencies may not use an automated employment decision tool (AEDT) to screen candidates or employees for hiring or promotion unless the tool has had an independent bias audit within the past year. They must publish a summary of the audit results and give candidates at least 10 business days' notice that an AEDT will be used.

Who it applies to: Employers and employment agencies using AEDTs for hiring or promotion decisions for candidates or employees in New York City. No size threshold.
Penalties: Civil penalties up to $500 for a first violation (and each additional violation the same day) and $500 to $1,500 for each subsequent violation; each day of non-compliant use and each failure to notice is a separate violation.
Enforced by: NYC Department of Consumer and Worker Protection (DCWP)
Official name: New York City Local Law 144 of 2021, Automated Employment Decision Tools (NYC Admin. Code 20-870 et seq.)
Citation: NYC Local Law 144 of 2021; NYC Admin. Code 20-870 to 20-874; 6 RCNY 5-300 et seq.
Topics: AI

Verified 2026-09-22

Research notes

Law enacted December 2021 with an original January 1, 2023 effective date; enforcement was postponed twice while DCWP finalized rules. Penalty amounts come from Admin. Code 20-872 and were not re-fetched for this record. No 2025-2026 amendments were verified; the search budget was exhausted before checking for proposed City Council amendments.

AmendedCalifornia

CCPA / CPRAGives California residents (including employees and B2B contacts) rights to know, delete, correct, and opt out of sale/sharing of personal information and to limit use of sensitive personal information. CPPA regulations approved Sept 22, 2025 (effective Jan 1, 2026) add automated decisionmaking technology (ADMT) rights, mandatory risk assessments with submissions to the agency, and annual independent cybersecurity audits. AB 566 (2025) requires browsers to offer an opt-out preference signal from Jan 1, 2027.Next: Jan 1, 2027 ADMT requirements compliance date · in 2 months

In forceCalifornia

California AB 2013 (AI training data transparency)Developers of generative AI systems made publicly available to Californians must post documentation of the training data on their websites. It must cover a high-level summary of the datasets, their sources and owners, the number of data points, the types of data, whether the data includes copyrighted material or personal information, whether it was licensed or purchased, cleaning and processing steps, collection periods, and whether synthetic data was used.In effect since Jan 1, 2026

In forceCalifornia

California ADS employment regulationsClarifies that using an automated-decision system in hiring or other employment decisions can violate the Fair Employment and Housing Act if it discriminates on protected traits. Employers must keep automated-decision data and employment records for at least four years. AI assessments that elicit disability information can be unlawful medical inquiries.In effect since Oct 1, 2025

EnactedCalifornia

California AI Auditor RegistryCreates a state registry for AI auditors run by the Government Operations Agency. From 2029 only registered auditors may offer, sell or conduct covered AI audits, and they must show their registration number in advertising. Registered auditors must file information and follow conduct rules.Next: Jan 1, 2027 Act takes effect · in 2 months

AmendedCalifornia

California AI Transparency Act (SB 942)Covered generative AI providers must offer a free AI-content detection tool, give users the option of a visible (manifest) disclosure on AI-generated image, video or audio, and embed a latent, machine-readable provenance disclosure. Licensees must keep those disclosures intact, and providers must revoke a license within 96 hours of learning a licensee disabled them. AB 853 delayed the operative date to August 2, 2026 and extends duties to large online platforms and GenAI hosting platforms from 2027 and to capture-device makers from 2028.Next: Jan 1, 2027 Large online platform and hosting platform duties · in 2 months

In forceCalifornia

California AI autonomous-harm defense banA defendant that developed, modified or used AI cannot argue in a civil case that the AI acted autonomously and so caused the harm on its own. Other defenses such as causation and comparative fault remain.In effect since Jan 1, 2026

In forceCalifornia

California SB 243 (companion chatbots)Operators of companion chatbot platforms must clearly disclose that the chatbot is AI where a user could reasonably think they are talking to a human. They must keep and publish protocols that prevent suicidal-ideation and self-harm content and refer users to crisis services. For known minors, operators must disclose AI use, remind them every three hours to take a break, and block sexually explicit content. Annual reports to the Office of Suicide Prevention begin July 1, 2027.Next: Jul 1, 2027 First annual report to Office of Suicide Prevention · in 8 months

In forceCalifornia

California SB 53 (TFAIA)Frontier AI developers must publish transparency reports when deploying new or substantially modified frontier models and report critical safety incidents to the Office of Emergency Services (OES). Large frontier developers must also write, implement and publish a frontier AI framework for catastrophic risk, update it annually, and send OES quarterly summaries of their catastrophic-risk assessments. The act also adds whistleblower protections and creates the CalCompute public computing consortium.Next: Jan 1, 2027 First OES anonymized incident report and CDT definition review · in 2 months

Questions about NYC Local Law 144 (AEDT)

What are the NYC Local Law 144 (AEDT) compliance deadlines?: Jul 5, 2023: DCWP enforcement begins.
When does NYC Local Law 144 (AEDT) take effect?: NYC Local Law 144 (AEDT) took effect on Jul 5, 2023.
Who does NYC Local Law 144 (AEDT) apply to?: Employers and employment agencies using AEDTs for hiring or promotion decisions for candidates or employees in New York City. No size threshold.
What are the penalties under NYC Local Law 144 (AEDT)?: Civil penalties up to $500 for a first violation (and each additional violation the same day) and $500 to $1,500 for each subsequent violation; each day of non-compliant use and each failure to notice is a separate violation.

Deadlines

What it does

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