Employment AI Bias Audit Kit
In brief
The Employment AI Bias Audit Kit is a free XLSX and DOCX kit for Colorado ADMT law (SB 26-189). For hiring and HR tools: a selection-rate and impact-ratio calculator, an audit and notice tracker, a candidate notice template and the employment AI duties on record for New York City, Illinois and Colorado. It is written for deployer / user organisation.
- Format
- XLSX and DOCX · Kit
- Version
- v1, built 5 Oct 2026
- Duties cited
- 5 from 1 instruments
- Rows from the records
- 10
- Frameworks
- Colorado ADMT law (SB 26-189)
- Written for
- Deployer / user organisation
- Price and licence
- Free · CC BY 4.0
What's inside
- Impact-ratio calculator with formulas and a four-fifths highlight
- Audit and candidate notice tracker per tool
- Document: candidate notice and published audit summary templates
- Employment AI duties sheet
Preview
The sheets and sections of version v1, as built. Columns marked ▾ have a dropdown; ƒ is a formula.
Sheet: Impact ratios
| Category (e.g. sex, race or ethnicity, intersectional) | Applicants assessed | Selected or scored above cut-off | Selection rate ƒ | Impact ratio ƒ | Notes |
|---|---|---|---|---|---|
| Rows are yours to fill; the dropdowns, formulas and colour rules are already in place. | |||||
One row per category. The impact ratio compares each category's selection rate with the highest; values under 0.8 (the four-fifths rule of thumb) are highlighted for review, which is a prompt to look closer, not a legal threshold.
Sheet: Audit and notices
| Tool | Independent auditor | Audit date | Summary published at | Candidate notice from | Alternative process offered | Next audit due |
|---|---|---|---|---|---|---|
| Rows are yours to fill; the dropdowns, formulas and colour rules are already in place. | ||||||
One row per automated employment decision tool in use.
Sheet: Employment AI duties
| Duty | Category | Instrument | Jurisdiction | Who it binds | Nature | Source reference | Applies from | What it requires | Evidence a reviewer expects | ISO/IEC 42001 | NIST AI RMF | Verification | Record |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Notify consumers before automated decision-making technology influences a consequential decision | Transparency and disclosure | Colorado ADMT law (SB 26-189) | Colorado (United States) | Deployer / user organisation | Legal requirement | 2027-01-01 | Deployers must tell a consumer, before the decision is made, that automated decision-making technology will be used to make or materially influence a consequent | Source-linked | https://aipolicytracker.org/obligations/us-colorado-admt-advance-notice | ||||
| Disclose the use of the technology and the principal reasons after an adverse consequential decision | Transparency and disclosure | Colorado ADMT law (SB 26-189) | Colorado (United States) | Deployer / user organisation | Legal requirement | 2027-01-01 | After an adverse consequential decision, the deployer must tell the consumer that automated decision-making technology was used, give the principal reasons for | Source-linked | https://aipolicytracker.org/obligations/us-colorado-admt-adverse-decision-disclosure | ||||
| Offer meaningful human review of an adverse consequential decision | Human oversight | Colorado ADMT law (SB 26-189) | Colorado (United States) | Deployer / user organisation | Legal requirement | 2027-01-01 | A consumer who receives an adverse consequential decision may obtain meaningful review by a person with the authority and information to change the outcome. Sco | Source-linked | https://aipolicytracker.org/obligations/us-colorado-admt-human-review | ||||
| Keep records of consequential decisions influenced by the technology for three years | Record keeping and logging | Colorado ADMT law (SB 26-189) | Colorado (United States) | Deployer / user organisation | Legal requirement | 2027-01-01 | Deployers must retain records showing how automated decision-making technology was used in consequential decisions, for three years, according to secondary repo | Source-linked | https://aipolicytracker.org/obligations/us-colorado-admt-record-keeping | ||||
| Developers must supply deployers with documentation of the technology | Technical documentation | Colorado ADMT law (SB 26-189) | Colorado (United States) | Provider / developer | Legal requirement | 2027-01-01 | Developers of automated decision-making technology must provide deployers with the documentation the statute lists, so that deployers can meet their notice, dis | Source-linked | https://aipolicytracker.org/obligations/us-colorado-admt-developer-documentation | ||||
| Employers and employment agencies must obtain an independent bias audit before using an automated employment decision tool | Accuracy, robustness and cybersecurity | NYC Local Law 144 (automated employment decision tools) | New York (United States) | Deployer / user organisation | Legal requirement | NYC Administrative Code Section 20-871(a)(1); 6 RCNY Section 5-301 | 2023-07-05 | 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 | Independent bias audit report; Audit data extract and category mapping | Annex A.6.2.4; Clause 9.2 | MEASURE 2.11, MEASURE 1.3 | Verified against the official source 26 Sep 2026 | https://aipolicytracker.org/obligations/us-new-york-city-local-law-144-bias-audit |
The recorded duties for AI in hiring and employment: New York City, Illinois and Colorado.
Document outline (DOCX)
- Employment AI bias audit kit
- Candidate notice (template)
- Audit summary for publication
- Duties on record
- Notify consumers before automated decision-making technology influences a consequential decision
- Disclose the use of the technology and the principal reasons after an adverse consequential decision
- Offer meaningful human review of an adverse consequential decision
- Keep records of consequential decisions influenced by the technology for three years
- Developers must supply deployers with documentation of the technology
- Employers and employment agencies must obtain an independent bias audit before using an automated employment decision tool
- Employers and employment agencies must publish a summary of the bias audit results
- Employers and employment agencies must notify candidates and employees before an automated tool is used
- Employers and employment agencies must let candidates request an alternative selection process or accommodation
- Employers and employment agencies must disclose the data collected and their retention policy for the tool
How to use it
- 1Request the files. Enter your name, company and work email in the form on this page. The XLSX and DOCX download links arrive by email and work for 7 days.
- 2Read the README page. It states the version (v1), the dataset it was built from and the licence, so anyone reviewing your copy knows which records it reflects.
- 3Fill in your rows. Complete the "Impact ratios" and "Audit and notices" sheets for your own systems. Dropdowns, formulas and colour rules are already set.
- 4Check the duties against your situation. The "Employment AI duties" sheet lists the recorded duties with their source references. Mark which apply to you and follow each link to the official text.
- 5Complete the document. Work through the DOCX sections (Employment AI bias audit kit, Duties on record) and replace each placeholder with your organisation's answer.
- 6Keep the evidence and watch for new versions. Link each completed row to the evidence that supports it. When the law on record changes, this template gets a new version and a changelog on this page.
Duties this template covers (5)
Each is cited in the file with its source reference and a link back to the record.
- Employers and employment agencies must obtain an independent bias audit before using an automated employment decision tool
- Employers and employment agencies must publish a summary of the bias audit results
- Employers and employment agencies must notify candidates and employees before an automated tool is used
- Employers and employment agencies must let candidates request an alternative selection process or accommodation
- Employers and employment agencies must disclose the data collected and their retention policy for the tool
Legal basis
Version history
| Version | Built | Dataset | What changed |
|---|---|---|---|
| v1 | c6967b988bb5 | First version, built from dataset c6967b988bb5. |
Only the latest version is served. A rebuild that changes the content adds a version; a rebuild that does not is skipped.
Frequently asked questions
What is in the Employment AI Bias Audit Kit?
Impact-ratio calculator with formulas and a four-fifths highlight. Audit and candidate notice tracker per tool. Document: candidate notice and published audit summary templates. Employment AI duties sheet.
Which duties does it cite?
5 recorded duties from NYC Local Law 144 (automated employment decision tools), including NYC Administrative Code Section 20-871(a)(1); 6 RCNY Section 5-301, NYC Administrative Code Section 20-871(a)(2); 6 RCNY Section 5-302, NYC Administrative Code Section 20-871(b)(1) and (b)(2); 6 RCNY Section 5-303, NYC Administrative Code Section 20-871(b)(1); 6 RCNY Section 5-303 and NYC Administrative Code Section 20-871(b)(3); 6 RCNY Section 5-303. Each row links to the record, and the record to the official source.
Who is it for?
The duties it cites fall on deployer / user organisation. Whoever owns AI governance for those roles usually completes it, with the system owner supplying the facts.
Is it free?
Yes. Request the XLSX and DOCX with your work email on this page; the download links arrive by email, valid for 7 days. No account and no charge. Licensed CC BY 4.0. You may use, adapt and share this template, including commercially, with attribution to aipolicytracker.org.
How will I know when it changes?
Version v1 was built on 5 October 2026. The library is rebuilt daily; when a change to the records reaches this template it gets the next version, a changelog below and an entry in the templates feed.
Does completing it make us compliant?
No. It is an informational resource, not legal advice; it helps produce the evidence a regulator, customer or auditor asks for. Whether a duty applies to you is a judgement the template cannot make.
Disclaimer: informational only, not legal advice. Verify every claim against the linked official sources and consult a qualified lawyer before acting.