NYC Local Law 144 vs. California AB 331
Compare the two most significant US AI hiring regulations: NYC's active Local Law 144 and California's broader AB 331 framework.
Side-by-Side Comparison
| Aspect | NYC Local Law 144 | California AB 331 |
|---|---|---|
| Jurisdiction | New York City | California (statewide) |
| Effective Date | July 5, 2023 | 2025 (expected) |
| Scope | Automated Employment Decision Tools (AEDTs) used for hiring or promotion in NYC | Broader: automated-decision systems in employment, not just AEDTs |
| Penalties | $500 first violation, $500-$1,500 subsequent violations per use | TBD — expected to include civil penalties and private right of action |
| Audit Requirement | Annual independent bias audit with public posting | Impact assessments required, not just bias audits |
| Key Provision | Requires statistical analysis of selection rates by race/ethnicity and sex | Requires impact assessments, notice to candidates, and opt-out mechanisms |
Key Differences
- Scope: LL144 covers AEDTs narrowly; AB 331 covers broader automated-decision systems
- Assessment type: LL144 requires bias audit; AB 331 requires comprehensive impact assessment
- Candidate rights: AB 331 includes opt-out rights; LL144 requires notice only
- Penalties: LL144 has defined fines; AB 331 penalties are still being finalized
- Geography: LL144 applies to NYC employers; AB 331 covers all California employers
Compliance Strategy
- 1Start with LL144 compliance as the baseline — it is already enforced
- 2Extend your audit to include impact assessment elements required by AB 331
- 3Implement candidate notice and opt-out mechanisms proactively
- 4Use OnHirely to run both LL144 and AB 331 analyses from the same dataset
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Read moreComply With Multiple Regulations at Once
OnHirely supports multi-regulation analysis. Run a single audit and get compliance reports for NYC LL144, EU AI Act, and more.
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