NYC Local Law 144 Bias Audits: Commissioning, Running and Publishing an AEDT Audit

This online course addresses the requirements of New York City Local Law 144 regarding automated employment decision tools and bias audits. Participants will learn how to commission, conduct, and publish audit processes for employment decision tools. The programme covers essential elements including impact ratios, independent auditor selection, required notices to applicants, and public audit summaries. Compliance and governance professionals will understand the legal framework governing these audits and develop practical skills for implementing effective bias assessment procedures. The course structure ensures participants grasp both theoretical foundations and practical applications of Local Law 144 requirements.

The training programme focuses on the operational aspects of conducting bias audits using automated employment decision tools. Students will examine the processes for commissioning audits, selecting qualified independent auditors, and preparing detailed audit reports. The curriculum addresses publication requirements for audit summaries and the communication of findings to relevant stakeholders. Participants learn to identify potential bias indicators through impact ratio analysis and understand the documentation needed for regulatory compliance. The course provides guidance on maintaining audit records and ensuring transparency in employment decision processes. Graduates will possess the knowledge to implement effective audit frameworks that meet Local Law 144 standards.

Frequently asked questions

What is NYC Local Law 144?

NYC Local Law 144 is a New York City regulation that requires employers to provide paid sick leave to workers. The law applies to all employers in New York City regardless of size. Workers must earn at least one hour of paid sick leave for every thirty hours worked.

What is an automated employment decision tool?

An automated employment decision tool is a system that uses artificial intelligence or algorithms to make decisions about job candidates or employees without human intervention. These tools can assess applications, conduct interviews, evaluate performance, or determine promotion eligibility based on data inputs and predefined criteria. Examples include AI-powered resume screening software, automated interview platforms, and algorithmic performance evaluation systems.

Who has to run an AI bias audit in New York City?

The question concerns AI bias audits in New York City but the provided regulatory information relates to EU AI Act compliance dates and ISO standards. No specific requirement for AI bias audits in New York City is mentioned in the given facts. The regulatory details provided focus on EU obligations including Article 5 prohibited practices from 2 February 2025 and Article 4 AI literacy duties from the same date.

What is an impact ratio in a bias audit?

An impact ratio in a bias audit measures the difference in outcomes or treatment between different groups of people, typically comparing the performance or success rates of protected groups against a reference group. It helps identify whether AI systems or processes are producing disproportionately negative effects for certain demographics. The ratio is calculated by dividing the rate of a particular outcome for one group by the rate for another group.

Who can perform an independent bias audit?

An independent bias audit for AI systems can be performed by certified AI auditors or organizations accredited under ISO/IEC 42006:2025. These auditors must be qualified and accredited by certification bodies that meet the requirements of the ISO/IEC 42006 standard. The audit must be conducted by individuals or firms that have no conflict of interest with the AI system being tested.

How often must a Local Law 144 bias audit be repeated?

Local Law 144 audits must be repeated annually. The law requires that bias audits be conducted at least once every twelve months. These audits must be performed by a qualified third-party auditor.

What notice must employers give candidates about AI screening?

Employers must inform candidates in writing about the use of AI screening tools before any assessment takes place. This requirement applies to both automated resume screening and AI-powered interview platforms. The notice should explain what data will be collected and how it will be used in the selection process.

What is the four fifths rule?

The four fifths rule is a guideline used to identify potential adverse impact in employment practices, stating that the selection rate for any demographic group should not fall below four fifths (80%) of the rate for the group with the highest selection rate. This rule is commonly applied in employment law and equal opportunities compliance to assess whether hiring, promotion or other employment decisions may be discriminatory. The rule is not a strict legal requirement but serves as a useful benchmark for employers to monitor their practices and ensure fair treatment across different groups.

What are the penalties for breaching Local Law 144?

The question refers to Local Law 144 which is not a recognised regulatory framework in the UK or EU as of September 2026. The regulatory landscape mentioned in the prompt relates to EU AI Act provisions and ISO standards but does not include any reference to Local Law 144. Without specific information about this law or its penalties, no factual statement about its breach penalties can be provided. The EU AI Act mentioned in the prompt has penalties up to 35 million EUR or 7 percent of global turnover for certain violations.