What evidence should be kept?

Identify which tools meet the automated employment decision tool definition for the specific workflow. Document the tool owner, vendor, use case, decision stage, audit date, and public-summary location. Calculate selection rates and impact ratios for the relevant protected categories and job groupings.

NYC Local Law 144 audit

NYC Local Law 144 Audit Support

A NYC Local Law 144 audit focuses on automated employment decision tools used for hiring or promotion decisions in New York City. Employers generally need to know whether a tool is in scope, whether a bias audit has been completed recently, whether required information is available, and whether candidate or employee notices are handled.

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Where this fits

A company screens NYC applicants with resume ranking, assessment scoring, or interview analytics.

A vendor says it has a bias audit, but the employer needs to understand what was tested and what was published.

A people team needs a repeatable process before using a new automated employment decision tool.

Operating steps

Identify which tools meet the automated employment decision tool definition for the specific workflow.
Document the tool owner, vendor, use case, decision stage, audit date, and public-summary location.
Calculate selection rates and impact ratios for the relevant protected categories and job groupings.
Prepare a report summary with methodology, scope, results, limitations, and remediation actions.
Track notice requirements, alternative selection processes, and annual retesting cadence.

Common risks

Assuming a vendor-wide report is enough when the employer uses the tool differently.
Publishing numbers without context, methodology, or sample-size limitations.
Using an automated tool before the required audit and notice workflow is ready.

How HireBias Audit connects

HireBias Audit helps teams produce a NYC Local Law 144 style report packet while keeping employer-specific data, impact ratios, and next actions organized.

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