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NYC Local Law 144For HR-tech vendors · Staffing · NYC employers

Your independent bias auditor for NYC Local Law 144

We run the audit, deliver the report, you publish — under Local Law 144, with penalties up to $1,500 per violation per day.

Get your bias auditSee sample audit report
NYC Local Law 144 · Independent Bias Audit

HR-Tech AI,
independently audited.

From résumé screeners to conversational AI. We test, we sign off, you publish the audit.

01
Week 1
Intake

Data hand-off via CSV or API

02
Week 2-3
Test

Bias, accuracy, fairness

03
Week 3
Review

Methodology and results review

04
Week 4
Certify

Bias audit report delivered

Certified output
Bias audit report
Published & DCWP-ready
Who it's for
HR Tech vendorsStaffing & RecruitmentIn-house HRLegal & complianceNYC employers

NYC Local Law 144 of 2021 requires every employer using an automated employment decision tool (AEDT) to evaluate NYC candidates to commission an annual independent bias audit and publish the results. Penalties of $500–$1,500 per violation per day apply, and enforcement ramped up after the December 2025 Comptroller report.

New to LL 144? Read the full compliance checklist for employers →

What we audit

We audit every layer of your
AI hiring stack.

  • 01
    AI screening
    Résumé & application
  • 02
    Conversational AI
    Chat + voice screening
  • 03
    Video interviews
    Sentiment & ranking
  • 04
    Skill assessments
    Tests & predictions
  • 05
    Agentic recruiters
    Autonomous outreach
  • 06
    Workforce analytics
    Promotion & comp
CERTIFICATE OF
INDEPENDENT
BIAS AUDIT
issued under
NYC Local Law 144 of 2021
VerifyWise
INDEPENDENT
BIAS AUDIT

Want to see how your audit report looks?

Download a sample NYC Local Law 144 bias audit report generated by VerifyWise.

Download sample (PDF)
Requirement → Coverage

What the rule says, what we ship.

10 / 10 COVERED
01
§ 5-301 · Audit cycle

Annual bias audits

A dedicated audit module spans the full lifecycle — create, run, review, archive — with one engagement per year and nothing to stitch together afterwards.

02
§ 5-301 · Selection rates

Selection rate analysis

The engine computes per-group selection rates across every demographic group in your dataset, not just the largest cohorts.

03
§ 5-301 · Four-fifths rule

Impact ratio

Automatic impact ratio calculation against a configurable 0.80 threshold, with flag detection that surfaces any group that falls below.

04
§ 5-301 · Demographics

EEO Component 1 categories

A pre-configured preset with sex (2 groups) and race/ethnicity (7 groups) — mapped to the categories the law actually names.

05
§ 5-301 · Cross-tabulation

Intersectional analysis

Sex-by-race cross-tabulation across all 14 combinations, run automatically — no manual pivots, no missed cells.

06
DCWP guidance · Sample

Small sample exclusion

Groups under 2% of total applicants are excluded from ratio calculations, exactly as DCWP guidance prescribes.

07
§ 5-301 · Provenance

Audit metadata

Captures the AEDT name, distribution date, and a description of every data source used in the audit.

08
§ 5-303 · Recordkeeping

Compliance documentation

A full audit trail with timestamped results, configuration snapshots and per-group breakdowns — defensible if anyone ever asks.

09
§ 5-302 · Publication

Data transparency

An AI Trust Center publishes audit summaries to the public — the rule's publication requirement, satisfied by default.

10
Portability

Results export

JSON download of the complete audit, ready to share with outside auditors or regulators on request.

Every line of LL 144, accounted for. Independent audits, plain-language summaries and a public Trust Center — in one engagement.

VerifyWise · LL 144 coverage map

Included in every VerifyWise audit

AEDT inventory

Every AEDT in your hiring pipeline, scoped to NYC.

The annual bias audit

We run it as your independent auditor of record.

Disparate impact testing

Selection rates, impact ratios and intersectional cross-tabs.

Notice templates

Candidate notice copy and delivery records, ready on inspection.

Publication-ready summary

Paste-and-go summary block for your careers page.

Records retention

Audit data and methodology kept on file for any DCWP inquiry.

Why employers choose VerifyWise as their LL 144 auditor

Independent third party

No employment or financial ties to your organization — independence the law requires

DCWP-aligned methodology

Selection rates, impact ratios and intersectional analysis per the DCWP rules

Annual cycle in one engagement

The audit, the report, the publication-ready summary — once a year, no juggling vendors

Intersectional analysis included

Sex-by-race cross-tabs across all 14 combinations, not just top-line categories

What you get

Concrete deliverables, not vague reports

Bias audit report (PDF)

8–15 pages, naming VerifyWise as your independent auditor of record. Methodology, results and source data description, ready for publication.

Statistical results

Selection rates, impact ratios and the four-fifths check across required categories, plus intersectional sex-by-race cross-tabs across all 14 combinations.

Publication-ready summary

A summary block formatted for direct paste onto your careers or compliance page, with the audit date and source data description the law requires.

Customer dashboard access

Your audit, methodology notes and prior-year history live in your VerifyWise dashboard for inspection or download anytime.

Frequently asked questions

Timeline, pricing, data hand-off and what arrives in your dashboard

Yes. VerifyWise runs the bias audit end-to-end as your independent auditor — AEDT inventory, statistical testing for disparate impact across protected categories and intersectional combinations, methodology and results review, and a DCWP-aligned audit report naming us as the auditor of record. You publish the summary on your site as the law requires. One engagement covers the full annual cycle. See a sample report.
Two to four weeks end-to-end. Week 1 is data hand-off, weeks 2-3 are testing, week 4 is methodology and results review, and the signed report is delivered to your dashboard.
Custom-quoted, scaled by the number of AEDTs in scope. A single tool with clean data is straightforward; a vendor auditing several models or several configurations costs more. Get in touch with the AEDTs you need audited and we'll send a quote.
Two options. Drop a CSV in your VerifyWise customer dashboard, or wire your system to our API and we pull what we need on a schedule. The data fields and demographic categories required are documented in the kickoff.
In your VerifyWise customer dashboard. The PDF, the methodology notes and the publication-ready summary all live there with prior-year history. Download anytime, share with procurement, or pull straight to your careers page.
VerifyWise. The audit report names us as the independent auditor of record, with no employment or financial ties to your organization or to the AEDT vendors we audit. That's the independence Local Law 144 requires.
Yes. HR-tech vendors with several models, or employers with multiple hiring tools, can audit them all in one engagement. Pricing scales with AEDT count rather than charging per separate engagement.
Regulators, procurement teams and courts treat self-reported testing very differently from third-party verified results. An independent auditor has no financial or organizational relationship to the AI system being evaluated. An audit conducted by the vendor's own team, or by a firm with a consulting relationship to the vendor, won't hold up in a regulatory inquiry.

Related reading

NYC Local Law 144 compliance: A practical checklist for employers using AI in hiring

A step-by-step guide covering AEDT inventory, bias audits, candidate notification, and what the December 2025 Comptroller's audit means for enforcement.

Ready for your independent bias audit?

We run the audit, deliver a DCWP-aligned report, and get you a publication-ready summary — one engagement, full annual cycle.

Book your bias audit
NYC Local Law 144 Bias Audit Service | Independent Auditor