NY A03779: Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or e…

In one paragraph

New York's A 3779-A (the "boundaries on technology act") would add Labor Law Article 35-A: employers with 100 or more employees could not use an automated employment decision tool without an impact assessment by an impartial party within the prior year and yearly after; all employers using such tools would owe notice, meaningful human oversight and data access rights. The Labor Commissioner could assess penalties under Labor Law § 218 and the Attorney General could sue. Would take effect on the 180th day after becoming law. On the Assembly floor calendar since May 29, 2026; it has not passed either chamber.

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

What it means for business

None yet: the bill is pending. If enacted, employers with 100+ employees would need yearly impartial impact assessments of automated employment decision tools, and any employer using such tools would owe notices and human oversight.

Key provisions

1. 1Adds Labor Law Article 35-A (§§ 1010-1016) and amends § 218; unlawful for an employer with 100 or more employees to use an automated employment decision tool unless it has had an impact assessment no more than one year before use and each year after
2. 2Assessment results go to the Department within sixty days for a public registry; if disparate impact is found the employer must refrain from using the tool until remedied
3. 3Notice of tool use to employees and candidates, in each job posting and on the employer's website in English and the ten most common non-English languages
4. 4Employers may not solely rely on tool output for hiring, promotion, termination, discipline or compensation and must keep meaningful human oversight
5. 5Employees may request their data free; requests must be fulfilled within fourteen calendar days; adverse action within ninety days of a request or complaint is presumed retaliation
6. 6Enforcement by the Commissioner (penalties under § 218, up to $1,000, $2,000, $3,000 for first, second, third or later violations for non-wage violations) and the Attorney General; no private right of action stated
7. 7Would take effect on the 180th day after becoming law; Senate same-as S10147

Latest legislative action

May 29, 2026. ORDERED TO THIRD READING RULES CAL.260

Sponsors (showing 5 of 26)

Roll call votes

Related and companion bills

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