Now scheduled to come into force in April, Local Law 144 of 202 would bar companies from using any “automated employment decision tools” unless they pass an audit for bias. Any machine learning, statistical modeling, data analytics, or artificial intelligence-based software used to evaluate employees or potential recruits would have to undergo the scrutiny of an impartial, independent auditor to make sure they’re not producing discriminatory results.

The audit would then have to be made publicly available on the company’s website. What’s more, the law mandates that both job candidates and employees be notified the tool will be used to assess them, and gives them the right to request an alternative option.