Under the law, which the city has enforced since July 2023, employers and employment agencies must have an independent auditor review a covered tool within the year before it is used, comparing selection or scoring rates across sex and race or ethnicity categories. A summary of the audit must be published, and candidates who live in the city must be notified, generally at least ten business days in advance.
The law is narrower than it first appears: whether a tool is covered depends on how much weight its output carries in the decision, and interpretation is still developing. Even outside New York, it has shaped expectations for regular bias audits, clear notice and published results. Employers hiring for New York City roles should take legal advice on scope, as this summary is not legal advice.