New York City Regulates Use of Automated Employment Decision Tools

The New York City legislature amended the administrative code to include a new subchapter 25 relating to automated employment decision tools. Under the law, it will be unlawful for an employer to use automated employment decision tools to screen a candidate or employee for an employment decision unless: 

• The tool has been subjected to a biased audit no more than a year before use; and 

• A summary of the tool’s bias audit, including the tool’s distribution date, is made publicly available on the employer’s website.