NYC Local Law 144 Compliance Software
Automated bias auditing for employment decision tools
DecisionLedger AI™ provides the bias auditing infrastructure employers need to comply with NYC Local Law 144 — from disparate impact analysis and SHAP explainability to candidate notice tracking and immutable audit trails.
How DecisionLedger Maps to NYC LL144 Requirements
Every requirement of NYC Local Law 144 is addressed by built-in platform capabilities designed for HR and employment decision compliance.
Bias Audit
Automated statistical bias detection across race, sex, and intersectional categories. Calculate selection rates and disparate impact ratios for every AEDT-driven employment decision, with continuous monitoring that flags bias drift before it becomes a compliance issue.
Published Results Summary
Generate audit summary reports with selection rates, impact ratios, and demographic breakdowns formatted for public disclosure. One-click export of bias audit results in the format required for your organization's website publication.
Candidate Notice
Document and track that candidates were notified about AEDT use, the type of data collected, and the availability of an alternative selection process. Maintain timestamped notice records for every candidate interaction with your automated decision tools.
Independent Audit Trail
Immutable audit logs showing complete AEDT decision history for independent auditor review. Every scoring decision, input variable, model version, and output is logged with full provenance — ready for third-party auditor access at any time.
Annual Audit Cycle
Continuous bias monitoring with annual audit report generation and trend analysis. Track bias metrics over time, detect seasonal or demographic shifts, and generate year-over-year comparison reports that satisfy the annual audit requirement.
Data Retention
S3 Object Lock WORM storage for all AEDT audit records, decisions, and bias audit reports. Tamper-proof retention ensures audit evidence cannot be modified or deleted, meeting the law's record-keeping requirements with cryptographic integrity.
Why Choose DecisionLedger for NYC LL144 Compliance
Beyond Compliance
Don't just check the box — detect and remediate bias continuously. Proactive monitoring catches disparate impact shifts before your annual audit surfaces them.
HR-Native Models
30+ HR decision models designed for bias-aware employment decisions. Attrition risk, pay equity, workforce planning — all built with fairness constraints from day one.
Auditor-Ready Evidence
Generate complete audit packages that independent auditors can verify. Selection rates, impact ratios, model documentation, and decision logs — all in one exportable bundle.