New York City Local Law 144 (NYC Bias Audit Law) is officially in force. As of 5 July, every employer or employment agency that uses automated employment decision tools (AEDTs) in New York City is now legally bound to obtain an independent bias audit of these systems.

The audit must be repeated at least annually, and organisations that fall within the act's scope are required to post a summary of the results on their official website or in a written policy or procedure for promotion candidates. The audit must cover, at minimum, protected characteristics as outlined by the Equal Employment Commission. Companies that fail to notify candidates and employees at least 10 days in advance that they will be screened using AEDTs will also be considered non-compliant.