Transparency and disclosure: AI obligations

Practical requirements extracted from policy instruments, with the source article, the actors they bind, evidence examples and original framework mappings. Legal requirements are marked; everything else is voluntary guidance.

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2 of 117 obligations match · Download these as CSV

Legal requirement Transparency and disclosure New York (United States)

Employers and employment agencies must notify candidates and employees before an automated tool is used

NYC Local Law 144 (automated employment decision tools) · NYC Administrative Code Section 20-871(b)(1) and (b)(2); 6 RCNY Section 5-303

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.

Verified 26 Sep 2026 Applies from 5 Jul 2023

Legal requirement Transparency and disclosure New York (United States)

Employers and employment agencies must publish a summary of the bias audit results

NYC Local Law 144 (automated employment decision tools) · NYC Administrative Code Section 20-871(a)(2); 6 RCNY Section 5-302

Before using an automated employment decision tool, the employer or employment agency must make a summary of the most recent bias audit results and the distribution date of the tool publicly available on the employment section of its website. Under the DCWP rules the summary states the audit date, the data source and type, the number of applicants or candidates in each category, and the selection or scoring rates and impact ratios, and must remain posted for at least six months after the tool was last used.

Verified 26 Sep 2026 Applies from 5 Jul 2023

Frequently asked questions

What is an obligation on this site?

A single practical requirement pulled out of an instrument and stated on its own: keep a risk management system, log incidents, document training data, provide human oversight, and so on. Each one cites the article or section it comes from so you can check it against the source.

Does a voluntary obligation have legal force?

No, and every obligation is labelled either a legal requirement or voluntary guidance. Voluntary items still matter in practice, because procurement questionnaires and auditors ask about them, but only the binding ones carry legal consequence.

How do I find the obligations that apply to my organisation?

Filter by jurisdiction, category, actor, sector or use case. The applicability check asks a short set of questions and returns the duties that may reach you. It is an educational screen, not a legal determination, and it says so.

Why do some instruments have no obligations listed?

Because nobody has broken them out yet. Most instruments are recorded at summary level first; obligations are added jurisdiction by jurisdiction. The coverage and open-gaps pages publish exactly what is missing rather than hiding it.