Employers and employment agencies must notify candidates and employees before an automated tool is used
Context fileUnder NYC Local Law 144 (automated employment decision tools), NYC Administrative Code Section 20-871(b)(1) and (b)(2); 6 RCNY Section 5-303
What does it require?
Candidates and employees who reside in New York City must be told, at least ten business days before an automated employment decision tool is used to assess them, that such a tool will be used in the hiring or promotion decision, and which job qualifications and characteristics the tool will assess. The DCWP rules allow the notice to be given on the careers page, in the job posting, or by mail or email, and require that it reach the person before the tool is applied.
Practical action
Insert the tool notice and the assessed qualifications into job postings and application confirmations at least ten business days before screening.
Who does it apply to?
Employers and employment agencies assessing New York City residents with an automated employment decision tool.
- Sectors
- Employment and HR
- Use cases
- AI in hiring and employment
Applies from:
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.
-
satisfiesProcessProduct owner · at launch and on material changeAI interaction and use disclosure notices
Serves 17 recorded duties · evidence: AI interaction or use notice, Notice catalogue, Notice wording approval
Advance notice to candidates with the assessed criteria.
What evidence would a reviewer expect?
| Evidence | Type | Notes |
|---|---|---|
| Candidate notice text and delivery record | document | |
| Notice timing log per requisition | record |
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 →
| Framework | Reference | Note | Confidence |
|---|---|---|---|
| NIST AI RMF 1.0 | GOVERN 5.1, MANAGE 4.1 | Transparency to affected individuals. | medium |
| ISO/IEC 42001:2023 | Annex A.8.5 | Information for interested parties. | medium |
Cite this record
AIPolicyTracker (2026). “Employers and employment agencies must notify candidates and employees before an automated tool is used (NYC Local Law 144 (automated employment decision tools))”. https://aipolicytracker.org/obligations/us-new-york-city-local-law-144-candidate-notice (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
- Disclose AI interaction and label synthetic content — EU AI Act, European Union
- Employers must inform workers and their representatives before using high-risk AI at work — EU AI Act, European Union
- Deployers must tell natural persons that a high-risk AI system is used in decisions about them — EU AI Act, European Union
- Providers of generative AI must mark synthetic output as artificially generated in a machine-readable way — EU AI Act, European Union
- Deployers of emotion recognition or biometric categorisation must inform exposed persons — EU AI Act, European Union
- Deployers must disclose deepfakes and AI-generated text published on matters of public interest — EU AI Act, European Union
- Deployers must explain individual decisions taken with high-risk AI on request — EU AI Act, European Union
- Provide deployers with clear instructions for use — EU AI Act, European Union
Informational only, not legal advice. Verify every claim against the linked official sources and consult qualified counsel before acting.