Automated Employment Decision Tools (AEDT) - DCWP
NYC DCWP has updated its guidance on Automated Employment Decision Tools (AEDT), clarifying requirements for bias audits, candidate notice, and penalties for non-compliance under Local Law 144.
Aforeworn detected this change in the AI in Hiring & Employment Screening space on July 6, 2026 and published this briefing so affected operators are forewarned rather than caught off guard. It is rated High urgency. Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, and background-screening providers using AI in hiring in NYC. should confirm how it applies to their specific situation before acting. There is a time constraint attached: Immediate; enforcement began July 5, 2023, but updates may require prompt action.. Acting after that point can mean penalties, a lapsed licence, or lost eligibility — exactly the kind of surprise Aforeworn exists to prevent. Aforeworn monitors AI in Hiring & Employment Screening continuously and turns every detected change into a plain-English briefing like this one, so you always know first. Forewarned is forearmed.
What changed
Updated guidance on AEDT compliance, including stricter bias audit requirements, mandatory candidate notice, and enforcement deadlines.
Who it affects
Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, and background-screening providers using AI in hiring in NYC.
What you must do
Conduct or update bias audits for all AEDTs used in hiring, provide candidate notice, and ensure compliance with Local Law 144.
Deadline
Immediate; enforcement began July 5, 2023, but updates may require prompt action.
Source: https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page
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