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AI compliance 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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5 of 117 obligations match · Download these as CSV

Legal requirement Accuracy, robustness and cybersecurity New York (United States)

Employers and employment agencies must obtain an independent bias audit before using an automated employment decision tool

NYC Local Law 144 (automated employment decision tools) · NYC Administrative Code Section 20-871(a)(1); 6 RCNY Section 5-301

An automated employment decision tool may not be used to screen candidates or employees for hiring or promotion in New York City unless it has been the subject of a bias audit by an independent auditor within the year before use. The audit calculates selection rates and impact ratios by sex, race/ethnicity and their intersections, and scoring-rate comparisons for tools that score rather than select, using the employer's historical data or, where insufficient, test data as the DCWP rules allow.

Verified (a factual check against the official source, not a legal review) Applies from 5 Jul 2023
Legal requirement Human oversight New York (United States)

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

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

The advance notice to candidates and employees must allow them to request an alternative selection process or a reasonable accommodation. The DCWP rules make clear that the law itself does not require the employer to provide an alternative process, but the request route must exist and accommodation requests remain governed by disability and human-rights law. Instructions for making the request must be included in the notice.

Verified (a factual check against the official source, not a legal review) Applies from 5 Jul 2023
Legal requirement Privacy and personal-data protection New York (United States)

Employers and employment agencies must disclose the data collected and their retention policy for the tool

NYC Local Law 144 (automated employment decision tools) · NYC Administrative Code Section 20-871(b)(3); 6 RCNY Section 5-303

Unless already disclosed on the website, an employer or employment agency must provide, within 30 days of a written request from a candidate or employee, information about the type of data the automated employment decision tool collects, the source of that data, and the employer's or agency's data retention policy. The DCWP rules allow this information to be posted publicly instead of answered case by case.

Verified (a factual check against the official source, not a legal review) Applies from 5 Jul 2023
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 (a factual check against the official source, not a legal review) 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 (a factual check against the official source, not a legal review) 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.