The NYC Council records Int. 1066-2024 as enacted on January 17, 2026 as Local Law 25 of 2026. Its title requires a study and public report on the impacts of algorithmic tools and AEDTs on employees, and the legislation expressly uses the AEDT concept connected to NYC's existing framework.
Why this is relevant to LL144
The new law shows that NYC's algorithmic-employment oversight is expanding beyond the private-employer bias-audit regime. For LL144 users, the practical point is context: city policy is examining broader workforce impacts of algorithmic tools while the private-sector audit, publication and notice rules continue under Local Law 144.
Who is affected
The study/reporting law concerns city-government algorithmic tools and employees. Employers using private-sector AEDTs should continue to analyze their obligations under Admin. Code §§20-870 and 20-871 and 6 RCNY §§5-300 to 5-303.
What this does not mean
Local Law 25 of 2026 is not a replacement for Local Law 144, does not eliminate the independent bias-audit requirement for covered private use, and should not be described as a new private-employer LL144 audit rule.
Related AUDITLL144 resources
Local Law 144 guide · Scope framework · Enforcement & oversight tracker