AIUC-1 × NYC Local Law 144

New York City’s Local Law 144 regulates the use of automated employment decision tools (AEDTs) in hiring and promotion. It requires employers to conduct independent bias audits, publish audit results, and notify candidates before an AEDT is used.

Certification against AIUC-1 is a strong step towards compliance with NYC Local Law 144:

Strengthens the organization’s AI governance through comprehensive technical, legal and operational controls
Requires quarterly third-party testing that prepares the organization to meet the law’s mandate for independent annual bias audits
Provides AI disclosure and data policy controls that align with the law’s candidate notice obligations

NYC Local Law 144’s practical enforcement has been in effect since July 2023, with the NYC Department of Consumer and Worker Protection responsible for compliance oversight and enforcement.

This crosswalk is provided for informational purposes only and does not constitute legal advice. Sections with no operative analog to AIUC-1, such as definitions, enforcement mechanisms, regulatory infrastructure, and legislative safe harbors, have been omitted from crosswalk mappings. Organizations should consult qualified legal counsel to determine their specific compliance obligations under NYC Local Law 144.

NYC Local Law 144 crosswalk by section

NYC Local Law 144 section	Section summary	Relevant AIUC-1 requirements	Gap analysis
5-301: Conduct Bias Audit	Employers must commission an independent annual audit assessing disparate impact across EEO demographic categories.	C010: Third-party testing for harmful outputs	Partial Gap. AIUC-1 requires third-party testing for harmful outputs but does not prescribe specific demographic dimensions, disparity metrics, or intersectional analysis methodology
5-302: Manage Audit Data	Governs what data auditors must use, when real deployment data is required, and the conditions under which test data may substitute.	A001: Establish input data policy C010: Third-party testing for harmful outputs	No Gap. Met by organizations that establish an input data policy and conduct third-party testing
5-303: Publish Audit Results	Requires employers to make bias audit results publicly available on their website before AEDT use and to retain them for 6 months after last use.	E017: Document system transparency policy	No Gap. Met by organizations that document a system transparency policy
5-304: Provide Notice	Requires employers to notify affected candidates and employees at least 10 business days before AEDT use, and to disclose data practices upon request.	A001: Establish input data policy E016: Implement AI disclosure mechanisms	Partial Gap. AIUC-1 requires AI disclosure mechanisms, but does not prescribe advance-notice timing windows, employment specific notice requirements, or individual data request rights

Last updated April 13, 2026.

Introduction

Context

Standard

Certification

Auditors

Legal

AIUC-1 × NYC Local Law 144

NYC Local Law 144 crosswalk by section

​NYC Local Law 144 crosswalk by section

NYC Local Law 144 crosswalk by section