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NY A567: Establishes criteria for the sale of automated employment decision tools

Dead/Failed New York

Last verified Oct 6, 2026 · official bill text

A567 · where it stands

This bill did not become law (dead/failed) · last action Jan 10, 2024.

What do these statuses mean?
Introduced
Filed in the legislature; may be waiting for a committee hearing.
Passed a chamber
Approved by one or both chambers; awaiting further action.
Signed / enacted
Signed into law; it may or may not be in effect yet.
In effect
The effective date has passed.
Dead / vetoed
Vetoed, failed, or the session ended without action.

In one paragraph

This bill defines criteria for selling automated employment decision tools in New York, focusing on transparency and usage restrictions.

Plain-English summary, written with AI assistance. The official text controls.

What it means for business

If you use automated tools for hiring in New York, you must conduct annual impact analyses and disclose them or face legal action.

What this means

The proposed legislation in New York sets specific criteria for selling automated employment decision tools, emphasizing transparency requirements.

Key provisions

  1. Defines automated employment decision tools as software used in employment decision-making.
  2. Emphasizes transparency by requiring detailed reports on data sources and methodologies.

Compliance checklist

  • Conduct annual disparate impact analysis of automated employment decision tools. Who: Employers using such tools. Deadline: Annually, prior to tool implementation. Penalty: Legal action for non-compliance.
  • Make the summary of the most recent analysis publicly available. Who: Employers and employment agencies. Deadline: Prior to the implementation of the tool. Penalty: Legal action for non-compliance.

Latest legislative action

Jan 10, 2024. ENACTING CLAUSE STRICKEN

Full analysis

The bill establishes criteria for the sale of automated employment decision tools, defining these tools as software used to assist or replace discretionary decision-making in employment. It emphasizes transparency, requiring vendors to provide detailed reports on data sources and methodologies. Potential impacts include increased compliance costs for businesses and enhanced consumer protection against biased hiring practices.

Sponsors (showing 5 of 11)

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Topics and industries

Related topics

AI in Employment

Affected industries

Employment

This page is general information, not legal advice. Summaries are AI-assisted and may contain errors; read the statute for the controlling text and talk to a lawyer about your situation. Full disclaimer · Report an error

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