Employers and employment agencies must let candidates request an alternative selection process or accommodation

Practical action

Provide a request mechanism in the candidate notice and record how each request was handled under the accommodation policy.

Who does it apply to?

Employers and employment agencies giving the Section 20-871(b) notice.

Actors

Deployer / user organisation

Sectors

Employment and HR

Use cases

AI in hiring and employment

Applies from: 5 July 2023

Which controls meet this duty?

Satisfies: the control, operated properly, does the work the duty asks for. Supports: it contributes but the duty needs more. Each control page lists every other duty it serves, so work done once can be counted once.

• satisfiesProcessCustomer operations lead · once per ai system
  Decision explanation, human review and appeal route

  Serves 10 recorded duties · evidence: Adverse-decision explanation template, AI decision challenge and human review procedure, Challenge and reversal log

  Request channel and handling record for alternatives and accommodations.

• supportsProcessAI system owner · once per ai system
  Human oversight design and override procedure

  Serves 11 recorded duties · evidence: Human oversight and override procedure, Human-involvement design rationale, Overseer training completion

  Human-run alternative where one is offered.

What evidence would a reviewer expect?

Framework mappings

Original editorial crosswalks. They cite clause numbers only and reproduce no standard text; confidence reflects how direct the mapping is.

See every New York (United States) duty mapped this way →

Cite this record

AIPolicyTracker (2026). “Employers and employment agencies must let candidates request an alternative selection process or accommodation (NYC Local Law 144 (automated employment decision tools))”. https://aipolicytracker.org/obligations/us-new-york-city-local-law-144-alternative-process-request (accessed 24 September 2026). Data licensed CC BY 4.0.

Cite the official text alongside it: Automated Employment Decision Tools (AEDT), NYC Department of Consumer and Worker Protection, https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page.

Similar obligations in other instruments

• Operators of high-impact AI must ensure human management and supervision — Framework Act on the Development of Artificial Intelligence and Establishment of a Foundation for Trust, South Korea
• Enable and assign effective human oversight — EU AI Act, European Union
• Respect the right to object to automated decision-making without human intervention — UAE PDPL, United Arab Emirates
• Apply safeguards to solely automated decisions with significant effects — ICO AI guidance, United Kingdom
• Provide routes to contest AI outcomes and seek redress — UK AI regulation framework, United Kingdom (voluntary)
• Determine the appropriate level of human involvement in AI decisions — Singapore Model AI Governance Framework, Singapore (voluntary)
• Test and monitor systems, enable human control, and be transparent with users (guardrails 4 to 6) — Australian Voluntary AI Safety Standard, Australia (voluntary)