New York Assembly Bill A433 (2025-2026) proposes requirements for the disclosure of automated employment decision-making tools [1]. The bill also mandates the Office of Information Technology Services to maintain a comprehensive artificial intelligence inventory [2]. Additionally, it clarifies that the use of AI systems will not impact existing employee rights under collective bargaining agreements or established representational and bargaining relationships [3].

Who does A433 affect?

Organizations deploying automated employment decision-making tools within New York State are directly affected. This includes companies utilizing AI for hiring, promotion, or termination processes. New York's Office of Information Technology Services is also mandated to develop and maintain a state-wide AI inventory.

What is the current status of A433?

As of the last published update, A433 is at the "introduced" stage, with bill status "Assembly Floor Calendar".

Where can I find the primary source for A433?

The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A433. AIGI publishes the full citation chain plus every approved brief on this bill.

NY, US · AI law tracker

A433 — NY, US

A433 is an AI governance legislation from NY, currently introduced. New York Bill A433 advances, proposing disclosure of employment AI tools and a state-maintained AI inventory [1]. AIGI tracks 1 primary-source update on this bill; the most recent was published on 2025-01-03.

Status & timeline

Regulatory stage: introduced
Bill status: Assembly Floor Calendar
Authority / governing body: New York State Senate
Chamber: Assembly
Document type: legislation

Next deadline: No fixed deadline — subject to legislative enactment.

Subscriber only

Full obligation matrix

Actor	Obligation	Deadline	Source
Deployer/User of Automated Employment Decision-Making Tools	Disclose the use of automated employment decision-making tools.	—	—
Office of Information Technology Services	Maintain an artificial intelligence inventory.	—	—
User of Artificial Intelligence Systems (e.g., employers)	Ensure the use of AI systems does not affect existing employee rights under collective bargaining agreements.	—	—
User of Artificial Intelligence Systems (e.g., employers)	Ensure the use of AI systems does not affect existing representational relationships among employee organizations.	—	—
User of Artificial Intelligence Systems (e.g., employers)	Ensure the use of AI systems does not affect bargaining relationships between the employer and an employee organization.	—	—

Subscriber only

Enforcement risk score

/ 100

Announced regulation; enforcement footprint still forming.

Subscriber only

Role-based compliance checklist

hr_director Inventory all automated employment decision-making tools currently in use.
hr_director Develop a disclosure strategy for the use of automated employment decision-making tools to job applicants and/or employees.
general_counsel Review existing collective bargaining agreements to understand implications for AI system deployment.
compliance_officer Monitor the bill's progression through the New York State Legislature for potential enactment.

Subscriber only

Vendor impact assessment

Vendor risk class: high
Procurement categories: hr_tech

Vendors providing HR technology, especially those with AI-powered hiring or evaluation tools, will need to ensure their products support client disclosure obligations and can demonstrate alignment with employee rights and collective bargaining considerations.

Sample vendor questions

Does your automated employment decision-making tool have built-in disclosure features for applicants/employees?
Can your tool generate reports on its use and decision-making parameters?
What mechanisms are in place to ensure your tool's output does not conflict with existing collective bargaining agreements?
How do you support clients in complying with local and state AI transparency laws for employment tools?

Intelligence briefs (1)

legislation Assembly Floor Calendar 1/3/2025

NY A433 Advances: AI Disclosure & Inventory for Employment Tools

New York Bill A433 advances, proposing disclosure of employment AI tools and a state-maintained AI inventory [1].

This development signals increased transparency and disclosure obligations for AI in employment, alongside state-level inventory mandates.

Deadline: No fixed deadline — subject to legislative enactment.

Primary source →

Frequently asked questions

What is A433?: New York Assembly Bill A433 (2025-2026) proposes requirements for the disclosure of automated employment decision-making tools [1]. The bill also mandates the Office of Information Technology Services to maintain a comprehensive artificial intelligence inventory [2]. Additionally, it clarifies that the use of AI systems will not impact existing employee rights under collective bargaining agreements or established representational and bargaining relationships [3]. Primary source →
Why does A433 matter?: This development signals increased transparency and disclosure obligations for AI in employment, alongside state-level inventory mandates. Primary source →
Who does A433 affect?: Organizations deploying automated employment decision-making tools within New York State are directly affected. This includes companies utilizing AI for hiring, promotion, or termination processes. New York's Office of Information Technology Services is also mandated to develop and maintain a state-wide AI inventory. Primary source →
What are the key dates for A433?: No fixed deadline — subject to legislative enactment. Primary source →
What is the current status of A433?: As of the last published update, A433 is at the "introduced" stage, with bill status "Assembly Floor Calendar". Primary source →
Where can I find the primary source for A433?: The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A433. AIGI publishes the full citation chain plus every approved brief on this bill. Primary source →

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Important — about this brief

This brief is published by AIGI as a regulatory intelligence service. It contains general information about AI laws, regulations, enforcement actions, and policy signals across jurisdictions. It is not legal, compliance, audit, or risk-management advice; it does not establish an attorney-client, advisory, or fiduciary relationship; and it should not be relied upon as a substitute for professional counsel applied to specific facts and circumstances. Where the brief identifies “Issues for Review,” those are observations of questions a reader in a particular role might raise with their own legal, compliance, or risk function — not recommendations to act. AIGI expressly disclaims liability for actions taken or not taken in reliance on this brief. Subscribers in regulated industries should consult licensed professionals authorized to practice in their jurisdiction.

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Status & timeline

Intelligence briefs (1)

NY A433 Advances: AI Disclosure & Inventory for Employment Tools

Frequently asked questions

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