Pass the annual bias audit, with the evidence ready.
Classify which systems are in scope, hold the bias-audit evidence, and publish what the law requires.
What the law demands of AEDTs.
NYC Local Law 144 governs the use of Automated Employment Decision Tools for candidates and employees in New York City. An AEDT may not be used to substantially assist or replace a hiring or promotion decision without an independent bias audit within the prior year.
The audit results, the data-source and retention information, and a notice to candidates and employees must be public or provided in time for the person to request an alternative.
Three things Hael does for LL144.
One record. LL144 alongside every other regime.
An AEDT entered once is governed under LL144 and against the EU AI Act, the GDPR, NIST AI RMF and any state-level AI law that applies — the same record, the same controls, the same evidence.
The public bias-audit summary, generated and held.
The summary cites the audit firm, the audit date, the categories tested and the impact ratios. Where the audit covered a smaller distribution than the law requires, the section is held open until the next audit closes it.
Govern this alongside everything else.
One system, one record, governed against every framework at the same time. Map an obligation once; satisfy it everywhere it recurs.
See where you stand on NYC Local Law 144, free.
Answer a few questions and get an indicative view of what NYC Local Law 144 expects of your AI systems and where you stand today — no sign-up to see your result.