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NY S05641: Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.

Dead/Failed New York · 2023–2024 session

Last verified May 1, 2026 · official bill text

S05641 · where it stands

This bill did not become law (dead/failed) · last action Jan 8, 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

Establishes criteria for using automated employment decision tools and enforcement for violations in New York.

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

What it means for business

If you use AI for hiring, you must conduct annual impact assessments or face investigation by the Attorney General.

What this means

This bill sets criteria for deploying and developing automated employment decision tools in New York, focusing on anti-discrimination and transparency. It mandates impact assessments and governance programs to manage risks.

Key provisions

  1. Section 750: Definitions of key terms.
  2. Section 751: Anti-discrimination requirements.
  3. Section 752: Impact assessment requirements for deployers.
  4. Section 753: Documentation and impact assessment requirements for developers.
  5. Section 754: AI governance program requirements.
  6. Section 755: Transparency obligations for deployers.
  7. Section 756: Enforcement by the Attorney General.

Compliance checklist

  • Ensure no possession or sale of illicit cannabis. Who: Retail dealers and agents selling tobacco, alcohol, or lottery tickets. Deadline: Immediately upon enactment. Penalty: License revocation for 1-5 years.

Latest legislative action

Jan 8, 2024. PRINT NUMBER 5641A

Full analysis

Bill S05641 introduces a new Article 20-D to the New York labor law, establishing criteria for the use of automated employment decision tools. It defines key terms such as 'artificial intelligence,' 'automated employment decision tool,' and 'consequential employment decision.' The bill prohibits deployers from using these tools in a manner that violates anti-discrimination laws and requires annual impact assessments to evaluate risks and benefits. Developers must provide deployers with documentation on the tool's intended use and limitations. Both deployers and developers must implement governance programs to manage risks of unlawful discrimination. The bill mandates transparency by requiring deployers to notify individuals when such tools are used in employment decisions. The New York Attorney General is empowered to enforce compliance, with provisions for investigation and notice of violations.

Sponsors

NameRoleDistrict
D Sponsor SD-014

Related and companion bills

Topics and industries

Related topics

AI in Employment

Affected industries

RetailTechnologyHuman Resources

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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