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AEDT Bias Audit (NY LL144)
Independent bias audits for automated hiring tools, turned around in two to three days for a fixed fee of $1,500.
Audited in days, not weeks
What Local Law 144 requires
New York City’s Local Law 144, the Automated Employment Decision Tools law, stops employers and agencies using an automated tool to hire or promote for roles in New York City unless the tool has had an independent bias audit within the last year.
An automated employment decision tool is any software that uses machine learning, statistics or AI to substantially help decide who to hire or promote. If you screen, score or rank candidates with a tool like this, the law applies to you.
The audit must be done by an independent party, published on your website and backed by notice to candidates. We run the audit and give you the summary in the exact form the rules require.
Three things the law asks of you
Independent bias audit
Have the tool audited for bias by an independent party before you use it, and every year after.
Publish the summary
Put a summary of the audit results on your website where candidates can find it.
Notify candidates
Tell applicants and employees that an automated tool is in use, at least ten business days beforehand.
What our bias audit covers
- Selection rates, scoring rates and impact ratios by gender, race or ethnicity and intersectional groups.
- A check on whether the tool tells suitable from unsuitable candidates, or leans on sensitive attributes as a proxy.
- Calculations to the method set out by the Department of Consumer and Worker Protection (DCWP).
- A ready-to-publish summary with every field the law requires: audit date, data source and explanation, numbers assessed, and the selection, scoring and impact figures per category.
- Guidance on candidate notice and on keeping the summary and tool issue date on your site for the required period.
Audited in days, not weeks
See a sample report
Here is a sample AEDT bias audit report we produced, in the ready-to-publish format the law requires.
View sample report (PDF)Get ahead of the risk
Audit results are public, so a biased tool can expose you to complaints and regulator attention. Our audit shows clearly whether your tool favours or rejects candidates on gender or race, so you can put problems right before they surface.
Common questions
Any employer or employment agency using an automated tool to screen, hire or promote for a role located in New York City. The obligation sits with the user of the tool, not only the vendor.
Typically two to three days once we have the data, and about three weeks end to end including scoping and review.
A fixed fee of $1,500 for a single tool. Additional tools in the same engagement are quoted separately.
The impact ratio and selection rate metrics the law requires, a summary formatted for publication, wording for the candidate notice, and a technical report for your files.
Annually, and again whenever the tool or its training data changes materially.
No. We provide the independent statistical audit and the evidence pack. Your counsel advises on the legal position, and we work alongside them routinely.
Need an AEDT bias audit?
Tell us about your hiring tools and we will get you audited and compliant.
Ask about our auditRelated work
We cannot publish client names on hiring audits. These are adjacent engagements where the deliverable was the same: independent testing, the numbers behind it and an evidence pack that stood up to outside scrutiny.