New York City Postpones Enforcement of AI Bias Law

Roy Maurer By Roy Maurer December 12, 2022

​New York City's enforcement of an impending law regulating the use of automation and artificial intelligence in employment decisions has been postponed.    

The New York City Department of Consumer and Worker Protection announced it will delay enforcing the law (Local Law 144), until April 15, 2023, due to the high volume of public comments. The law still has an effective date of Jan. 1, 2023.

We've rounded up articles from SHRM Online to provide more context on the news.

Groundbreaking Legislation

New York City passed the first-of-its-kind law in 2021 prohibiting employers from using AI and algorithm-based technologies for recruiting, hiring or promotion without those tools first being audited for bias.

(SHRM Online)

More Clarity Needed

The Society for Human Resource Management (SHRM) recently asked the city's regulatory agency for further guidance on the law, specifically around the exact definition of "automated employment decision tool" and the provisions related to conducting bias audits.

(SHRM Online)

HR Must Be Vigilant About the Ethical Use of AI Technology

Employers must be aware of the ethical considerations of using artificial intelligence technology—even in its current nascent stage—in the workplace. HR and business leaders are being drawn into the conflict between the competitive advantage the technology can provide and concerns about negative implications like unintended bias.

(SHRM Online)

EEOC Announces Focus on Use of AI in Hiring

The U.S. Equal Employment Opportunity Commission (EEOC) announced an initiative last year to ensure that AI and other emerging technologies used in hiring and other employment decisions comply with federal anti-discrimination laws.

(SHRM Online)



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