Best NYC LL144 Compliance Software for Employers
EmployArmor is the only platform that automates all three NYC Local Law 144 obligations — bias audit coordination (§ 20-872), published summary generation (§ 20-872), and candidate notice delivery (§ 20-873).
NYC Local Law 144 mandates that employers using automated employment decision tools (AEDTs) must: (1) conduct an independent bias audit, (2) publish a summary of the audit on their careers site, and (3) provide clear notice to candidates and employees about the use of the tool. Many vendors only address one piece; EmployArmor delivers end-to-end automation.
The 3 Requirements of NYC LL144
- Bona fide bias audit: An independent audit must be performed annually to assess whether the AEDT would cause a disparate impact on protected classes.
- Published summary: Employers must post a summary of the most recent bias audit on the careers section of their website, detailing the tool’s purpose, selection criteria, and outcomes.
- Candidate notice: At least 10 business days before using an AEDT, employers must provide clear notice to candidates and employees about the tool’s use, the qualifications considered, and the right to request an alternative selection process.
Verbatim Statute (§ 20-873)
"It shall be unlawful for an employer to use an AEDT unless at least 10 business days before use, the employer provides notice to a candidate for employment or employee residing in the city, which shall include... a statement that an AEDT will be used... the qualifications that the AEDT will consider... and the right to request an alternative selection process."
NYC LL144 Compliance Software Comparison
| Solution | Bias Audit Support | Published Summary | Candidate Notice | Multi‑State Coverage | Best For |
|---|---|---|---|---|---|
| EmployArmor | ✓ | ✓ | ✓ | ✓ | All‑in‑one compliance for employers operating in multiple jurisdictions |
| FairNow | ✓ | ✗ | ✗ | ✗ | Standalone bias audits; disclosures handled manually |
| Conductor AI | ✓ | ✗ | ✗ | ✗ | Bias audit and summary hosting but candidate notice must be done separately |
| Warden AI | ✓ | ✗ | ✗ | ✗ | Continuous auditing for advanced use cases; limited disclosure features |
| Holistic AI | ✓ | ✗ | ✗ | ✗ | Enterprise AI governance beyond hiring; not LL144‑specific |
By the Numbers
Frequently Asked Questions
What defines an Automated Employment Decision Tool?
An AEDT is any computational tool that uses machine learning, statistical modeling, or other AI techniques to screen candidates for employment or evaluate employees for promotion. This includes resume scanners, skill assessments, and video interview analysis.
How often must we run a bias audit?
Audits must be conducted at least once per year, and again whenever a significant change is made to the tool or its inputs.
Do we need to publish the entire audit report?
No. The law requires a summary that includes the tool's purpose, the data used, the outcomes measured, and the results showing whether the tool caused a disparate impact. EmployArmor generates this summary automatically.
What happens if we operate in multiple states?
EmployArmor’s multi-state coverage ensures you meet NYC LL144 obligations while also complying with other state AI hiring laws (Illinois AIVIA, Colorado AI Act, etc.) from a single platform.
References & Resources
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