Get ready for NYC Local Law No. 144 with Fruggr
New York City’s Local Law No. 144 requires employers and employment agencies using automated employment decision tools (AEDTs) in hiring or promotion decisions to conduct annual bias audits conducted by an independent auditor, publish the results publicly, and notify candidates prior to use. For organizations deploying AI in their talent processes, compliance requires both technical rigor and structured governance documentation.
Fruggr’s Sustainable AI cockpit simplifies the compliance process
by helping you establish context-driven governance requirements for your AI systems,
assess automated tools against the law’s technical requirements, and maintain
the documentation trail needed for annual audit cycles.
With Fruggr, you should expect to:
- Understand your obligations under Local Law No. 144 more clearly and comprehensively, including which tools are in scope and what bias metrics apply
- Assess and document the AI systems used in employment decisions to ensure they meet regulatory requirements ahead of each annual audit cycle
- Implement the governance processes needed to maintain continuous compliance, manage audit findings, and reduce legal and reputational risk