In one paragraph
New York's A 3914 would add Labor Law § 203-g making it unlawful for an employer to use an automated employment decision tool to screen candidates unless a disparate impact analysis is done at least annually, a summary and the tool's distribution date are posted on the employer's website before use, and the summary is provided annually to the Department. The Attorney General or Commissioner could investigate and sue. Would take effect immediately. Referred to the Labor Committee January 30, 2025 and January 7, 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 using automated tools to screen job candidates would need annual disparate impact analyses and to post a summary publicly before use.
Key provisions
- Adds Labor Law § 203-g; automated employment decision tool means a system that filters candidates to establish a preferred candidate without candidate-specific assessments, including personality and cognitive ability tests, resume scoring and statistical systems such as neural networks and random forests
- Disparate impact analysis (impartial, following the EEOC Uniform Guidelines) "no less than annually"; results go to the employer and are not publicly filed
- Summary of the most recent analysis and the tool's distribution date must be on the employer's or employment agency's website before use, and provided to the Department annually
- Attorney General or Commissioner may investigate where a preponderance of evidence suggests a violation and sue for compliance or other relief
- No penalty amounts or private right of action; the text does not define Commissioner or Department
- Would take effect immediately
Latest legislative action
Jan 7, 2026. REFERRED TO LABOR
Sponsors (showing 5 of 17)
| Name | Role |
|---|---|
| BURKE | Primary |
| CROUCH | Primary |
| George Alvarez D | Primary |
| WEPRIN | Primary |
| William Colton D | Primary |
Topics and industries
Related topics
Affected industries
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