NYC Admin. Code §20-871 makes it unlawful for an employer or employment agency to use a covered AEDT in the city unless the required recent bias audit and public results conditions are satisfied. The same section imposes notice duties. Vendor assistance does not erase the user's obligation to verify those conditions.
Responsibility map
| Control | Employer / agency role | Vendor role |
|---|---|---|
| Scope | Determine whether the actual hiring/promotion workflow is covered. | Provide accurate product/use information. |
| Bias audit | Ensure a qualifying recent audit exists before covered use. | May provide data or coordinate, but cannot self-audit if independence is compromised. |
| Publication | Ensure required summary/distribution information is publicly available. | May host or support publication if the rule's conditions are met. |
| Notice | Ensure required notice is delivered. | May provide templates or operational support. |
Contracting does not change the statutory actor
Procurement contracts can allocate operational tasks, warranties and cooperation duties, but they do not rewrite who the statute regulates. The use case should be mapped to the legal actor actually making the employment decision.
Frequently asked questions
Only after confirming the audit is applicable to the AEDT/use, sufficiently recent, independent and supported by the required publication and data basis.
The rule directs the employer or employment agency to make the required information publicly available, including through a clearly identified active hyperlink to a qualifying results page.
Not automatically. LL144 regulates use, audit recency, publication and notices in the actual employment workflow.
Next step
Use this page for general information only. For a specific workflow, review the LL144 scope framework or request an independent bias-audit scope review.