I am preparing to use AI for hiring decisions. Who conducts NYC Bias Audit certification?

If you’re referring to NYC Local Law 144, there isn’t a single NYC government body that “certifies” your AI hiring tool. Instead, the law requires an independent bias audit of an automated employment decision tool (AEDT) before it is used, with the audit generally no more than one year old.

Who conducts the audit?

An independent auditor conducts it. The auditor should be independent of the employer and the AEDT vendor/developer and should perform the required statistical analysis of selection outcomes across race/ethnicity, sex, and intersectional categories.

There are commercial firms offering these audits. Examples I found include:

• BABL AI — has published NYC LL144 bias audits and identifies its auditors as certified through ForHumanity.
• iDharma — offers independent NYC Local Law 144 AEDT audits.
• HAIEC — offers independent LL144 bias audits and describes its auditor-independence process.
• Other specialized audit providers also advertise LL144 services; however, the fact that a company offers an “LL144 certification” or assessment doesn't by itself establish that it meets the statutory independence requirements.

Importantly, your AI vendor cannot simply give you a “bias-certified” product and thereby satisfy the employer's obligation. The legal obligation falls on the employer/employment agency using the AEDT.

What you need to do as an employer

If your hiring system qualifies as an AEDT under LL144, you generally need to:

1. Have an independent bias audit completed within the required timeframe.
2. Publish a summary of the audit results and the AEDT's distribution/use information.
3. Give affected candidates/ employees the required advance notice and accommodation information.
4. Retain appropriate documentation supporting the audit.

NYC's Department of Consumer and Worker Protection (DCWP) is the enforcement agency; it does not serve as the auditor that certifies your particular AI system.

If you're choosing an auditor now, I can also give you a shortlist of reputable NYC LL144 auditors, their approximate costs, what credentials to look for, and the questions to ask before hiring one.

Under NYC Local Law 144, the bias audit for Automated Employment Decision Tools (AEDTs) must be conducted by an independent auditor . The New York City Department of Consumer and Worker Protection (DCWP) does not maintain an official, pre-approved registry or government-issued "certification" list of specific companies. Instead, an independent auditor is defined by specific regulatory criteria.

Who Qualifies as an Independent Auditor?

According to DCWP guidelines, a qualified independent auditor is a person or organization that meets the following criteria:

• Independence in Development: They must not have been involved in developing or designing the specific AEDT.
• Independence in Use: They must not be involved in using the AEDT for the employer's employment or hiring decisions.
• Expertise: They must possess the requisite technical, statistical, and regulatory expertise to conduct disparate impact and bias analyses on protected categories (race, ethnicity, and sex).

Types of Organizations Offering These Audits

Because "independent third-party" is a functional definition rather than a licensed title, organizations typically hire:

• Specialized AI Ethics & Compliance Firms: Dedicated algorithmic auditing companies (such as BABL AI or similar compliance-focused tech startups) that specialize strictly in validating AI fairness.
• Major Accounting and Consulting Firms: Large global firms (like Deloitte or other Big Four/consulting practices) with dedicated algorithmic assurance and data-bias practices.
• Independent Data Scientists / Psychometricians: Qualified academic researchers, statisticians, or data audit consultancies completely external to the software vendor.

Note: While the software vendor itself cannot audit a tool they developed (a conflict of interest), separate groups or distinct internal compliance arms that meet the strict independence criteria are sometimes evaluated under nuanced rules, though hiring an entirely external third-party firm is the safest standard for compliance.

Would you like to know more about:

• The specific data and metrics an auditor will require from your AI vendor?
• The public disclosure and candidate notification rules required alongside the audit?

Under New York City’s Local Law 144 (which regulates Automated Employment Decision Tools, or AEDTs), there is no government-approved or government-certified list of official auditors. The NYC Department of Consumer and Worker Protection (DCWP) does not officially license, endorse, or pre-approve any specific third-party auditing firms or certification bodies.

Instead, the law relies on a strict legal definition of independence and objective judgment . Anyone who meets the city's criteria for independence and possesses the technical capability to evaluate disparate impact can conduct the audit.

Who Qualifies as an Independent Auditor?

According to DCWP guidelines, an auditor is NOT considered independent—and cannot legally perform the audit—if they fit any of the following criteria:

• They currently work for the employer/employment agency using the AI tool, or for the vendor that developed/distributed the tool.
• They were ever involved in developing, distributing, or using that specific tool.
• They have a direct or material indirect financial interest in either the hiring company or the AI vendor.

Who is Actually Conducting These Audits?

Because no official government accreditation exists, employers typically hire:

• Specialized AI Ethics and Governance Firms: Third-party companies dedicated specifically to algorithmic auditing and AI compliance (such as BABL AI, Warden AI, or specialized boutique compliance consultancies).
• Third-Party Accounting and Professional Services Firms: Major global accounting and advisory networks (e.g., major legacy firms like Deloitte or specialized risk assessment groups) that have built out algorithmic assurance practices.
• Independent Data Scientists / Psychometricians: Qualified quantitative experts or legal/compliance professionals who have no financial or developmental ties to the tool or the deploying employer.

Note: The responsibility for ensuring the audit mathematically covers the required demographic categories (race/ethnicity and sex/gender) and publicly posting the summary on your employment site falls entirely on the employer, regardless of who is hired to run the numbers.

If you'd like, let me know:

• What kind of AI hiring tool you plan to deploy (resume screener, video interview analyzer, skill matcher)
• Whether you are working with an external vendor or an in-house tool

I can share what specific data requirements you'll need to hand over to an auditor.

If by “NYC Bias Audit certification” you mean the requirement under NYC Local Law 144 for AI/automated hiring tools, there is no NYC government certification program or single approved auditor.

Instead:

• The employer or employment agency is responsible for ensuring that its automated employment decision tool (AEDT) receives a required bias audit before use and at least annually.
• The audit must be performed by an “independent auditor”—a person or group that is independent of the development/use of the AEDT. The law defines a bias audit as an impartial evaluation, including disparate-impact testing.
• The auditor produces the audit results; the employer must make a summary of the most recent audit publicly available before using the tool.
• NYC DCWP (Department of Consumer and Worker Protection) enforces Local Law 144; it does not conduct or “certify” your company's audit.

There are private firms that conduct these audits. For example, BABL AI has conducted Local Law 144 audits, and its published reports describe its auditor certification process.

So, if you're selecting an AI hiring vendor, the important question is not “Is this AI certified by NYC?” but “Has this specific AEDT undergone a compliant independent bias audit, and can I review the required public summary?”

If you tell me what AI hiring tool/vendor you're considering, I can also check whether it has a current Local Law 144 bias audit and identify the auditor.

If you mean NYC Local Law 144, there is no NYC government “certification” or official certification body for bias auditors.

Instead, the law requires the employer or employment agency to have its Automated Employment Decision Tool (AEDT) audited by an independent auditor before using it, and at least annually. The audit must evaluate selection/scoring rates and impact ratios across sex, race/ethnicity, and intersectional categories.

Who conducts the audit?

You hire an independent third party—typically a firm with expertise in employment discrimination/adverse-impact statistics, algorithmic auditing, and AI governance. The auditor cannot have been involved in developing or using the AEDT and must meet NYC's independence requirements.

Importantly:

• NYC DCWP does not perform the audit for you.
• NYC does not maintain an official list of “certified” auditors.
• There isn't a government-issued “NYC Bias Audit Certification” that makes a hiring AI tool compliant.
• Your company is responsible for selecting an appropriately independent auditor and publishing the required summary of results.

Some private organizations offer bias-audit services or auditor certifications, but those are not NYC government certifications. For example, firms currently advertising LL144 audit services include BABL AI, DCI Consulting, ORCAA, Holistic AI, Credo AI, and others; you should independently verify their methodology and independence for your particular tool.

If you're about to deploy AI for hiring, I can also give you a practical NYC Local Law 144 compliance checklist (2026) covering whether your AI qualifies as an AEDT, what the audit must contain, candidate notices, publication requirements, and how to vet an auditor.

Under New York City’s Local Law 144 , bias audits for Automated Employment Decision Tools (AEDTs) are not conducted or certified by the city itself.

• No Government Approval List: The New York City Department of Consumer and Worker Protection (DCWP) does not approve, license, or maintain an official list of certified or preferred independent auditors.
• Who Can Conduct It: The audit must be performed by an independent auditor —defined as a person or third-party entity (such as specialized AI ethics firms, data science consultancies, or independent accounting/legal groups) that exercises objective and impartial judgment.

Who Qualifies as an "Independent Auditor"?

To be considered legally compliant under DCWP guidelines, the auditor cannot:

• Work for the employer/employment agency using the AI tool.
• Work for the vendor that developed or distributed the tool.
• Have been involved in using, developing, or distributing the specific AEDT in question.
• Have any financial or employment relationship that compromises their impartial judgment.

Because the burden of proof falls on the employer to ensure independence and accuracy, organizations typically hire third-party AI auditing firms (such as BABL AI or similar compliance specialists) to evaluate disparate impact on gender and race/ethnicity and publish the summary of results. You can review the official regulatory expectations directly via the DCWP AEDT FAQ Guidelines.

If you'd like, let me know:

• What type of AI tool you are planning to use (e.g., resume screener, video interview analyzer)
• Whether you are using an off-the-shelf vendor product or a custom-built tool

I can help outline the specific data requirements you'll need to hand over to an auditor.

Under New York City’s Local Law 144, bias audits for automated employment decision tools (AEDTs) must be conducted by an independent third-party auditor who was not involved in developing or using the tool.

The city does not maintain a specific pre-approved list of certifying organizations or license individual auditors. Instead, employers must hire qualified independent groups—such as specialized AI ethics auditing firms (e.g., BABL AI, Warden AI), independent data science consultants, third-party compliance vendors , or law and accounting firms with algorithmic auditing capabilities—to perform the impartial evaluation. The law is enforced by the NYC Department of Consumer and Worker Protection (DCWP), which checks that the audit assesses disparate impact on race, ethnicity, and sex before the AI tool is used in hiring or promotions.

If you'd like, let me know:

• What type of AI tool you plan to use (resume screening, video interview analysis, skill assessment)
• Whether you are the employer deploying the tool or the software vendor

I can help you understand what specific data you need to provide to an independent auditor.

If you’re preparing to use AI in hiring in New York City, the relevant requirement is NYC Local Law 144 (LL144).

There isn’t a government “NYC Bias Audit certification” or a single city-approved certifying body. Instead, LL144 requires the employer or employment agency to have its covered Automated Employment Decision Tool (AEDT) subjected to a bias audit by an independent auditor before use, generally no more than one year before the tool is used.

Who conducts the audit?

An independent auditor does. The auditor should be independent of the employer/employment agency and the AEDT vendor. The audit must include, at minimum, selection or scoring rates and impact ratios across sex, race/ethnicity, and intersectional categories.

Examples of organizations currently offering LL144 audits include:

• Deloitte — provides NYC Local Law 144 bias-audit services and compliance guidance.
• BABL AI — conducts independent AEDT bias audits; its 2026 audit reports are being published for employers using covered tools.
• Bias Audit USA — offers independent LL144 AEDT audits and explicitly distinguishes its audit from legal certification.
• iDharma — offers independent LL144 audits using applicant selection/scoring data.

The NYC Department of Consumer and Worker Protection (DCWP) is the regulator/enforcement agency; it does not itself certify your AI hiring system.

Important: If by “certification” you mean “Can I get a certificate that makes my AI hiring tool legally compliant?”—be careful. LL144 is about having the required independent bias audit, public summary, and candidate notices, not obtaining a government certification.

If you tell me what AI hiring tool/ATS you plan to use (e.g., Workday, Greenhouse, HireVue, etc.), I can also explain whether LL144 applies to it and what you need to do before using it in NYC.

If you’re referring to NYC Local Law 144, there is no NYC “bias audit certification” issued by the City and no official list of approved auditors.

Instead, the employer or employment agency must ensure that its Automated Employment Decision Tool (AEDT) has undergone a bias audit by an independent auditor before using it in NYC.

Who can conduct the audit?

An independent auditor can be an individual or organization that exercises objective and impartial judgment. They cannot:

• Work for the employer/employment agency using the AEDT.
• Work for the vendor that developed or distributes the AEDT.
• Have been involved in developing, using, or distributing the AEDT.
• Have a direct or material indirect financial interest in the employer or AEDT vendor.

NYC's Department of Consumer and Worker Protection (DCWP) does not pre-approve or certify auditors. The employer is ultimately responsible for making sure the audit satisfies Local Law 144.

The audit generally must be conducted within one year before the AEDT is used, and a summary of the results must be publicly available.

If you're choosing an auditor for your own AI hiring system, I can also give you a shortlist of firms that perform NYC Local Law 144 bias audits and explain what credentials/services to look for.

Under New York City’s Local Law 144 , any automated employment decision tool (AEDT) used to substantially assist or replace hiring and promotion decisions must undergo an annual bias audit.

The audit is not conducted by a city agency like the NYC Department of Consumer and Worker Protection (DCWP). Instead, it must be performed by an independent auditor.

Who Qualifies as an Independent Auditor?

According to DCWP guidelines, an independent auditor is a person or organization that meets specific structural and technical requirements:

• No Vendor Affiliation: The auditor cannot be involved in the creation, development, or distribution of the automated tool.
• No Employer Affiliation: The auditor cannot be employed by, or have a conflict of interest/financial affiliation with, the employer commissioning the audit.
• Demonstrated Expertise: The third party must possess the necessary quantitative, statistical, and algorithmic expertise to test for disparate impacts across protected categories (race, ethnicity, sex, and intersectional combinations).

Types of Organizations Offering These Audits

Employers typically hire specialized third parties to fulfill this requirement:

• Dedicated AI Governance & Compliance Firms: Companies specializing explicitly in algorithmic auditing, AI ethics assurance, and compliance platforms (e.g., specialized auditing startups and algorithmic testing providers).
• Major Accounting and Consulting Firms: Large professional services networks (such as Deloitte, PwC, EY, or KPMG) that have dedicated AI risk, ethics, and assurance practices.
• Law Firms or Specialized Data Science Consultancies: Organizations with interdisciplinary teams capable of evaluating statistical scoring outputs against historical hiring data and disparate impact standards (like the four-fifths rule).

Note: The city itself does not "certify" or pre-approve specific auditor lists. The legal responsibility falls on the employer to ensure the third party they hire meets the strict definition of independence and technical competency.

If you'd like, I can share:

• The exact data and metrics an auditor will require from your AI tool
• Key questions to ask when vetting a third-party auditor
• Details on the public disclosure rules you must follow after the audit is complete