New York Assembly Bill A9581 (2025-2026) proposes to require covered businesses to submit annual reports to the Department of Labor detailing the impact of artificial intelligence on hiring and the nature of AI use during the preceding year [1]. The bill further mandates that the Department of Labor also produce an annual report on statewide AI hiring impacts and establishes penalties for non-compliant businesses [1].

Who does A9581 affect?

This proposal primarily affects 'covered businesses' operating within New York State that utilize artificial intelligence in their hiring processes. Organizations with significant HR functions, particularly those employing AI-driven recruitment, screening, or assessment tools, would need to consider new data collection and reporting mechanisms. Legal and compliance functions within these businesses would also be impacted by the need to interpret and adhere to new state-level reporting mandates.

What is the current status of A9581?

As of the last published update, A9581 is at the "introduced" stage, with bill status "In Assembly Committee".

Where can I find the primary source for A9581?

The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A9581. AIGI publishes the full citation chain plus every approved brief on this bill.

NY, US · AI law tracker

A9581 — NY, US

A9581 is an AI governance legislation from NY, currently introduced. New York A9581 proposes annual AI hiring impact reporting for covered businesses to the Department of Labor [1]. AIGI tracks 2 primary-source updates on this bill; the most recent was published on 2026-01-21.

Status & timeline

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

Next deadline: No fixed deadline, as the bill is currently in committee.

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Full obligation matrix

Actor	Obligation	Deadline	Source
deployer	Annually report to the Department of Labor regarding the impact of artificial intelligence on hiring.	Annual (upon enactment)	—
deployer	Annually report to the Department of Labor regarding the nature of artificial intelligence use for the previous year.	Annual (upon enactment)	—
deployer	Comply with reporting requirements to avoid established penalties for failure to submit such reports.	Annual (upon enactment)	—
agency	File an annual report on the impact of artificial intelligence on hiring and the nature of artificial intelligence use in the state.	Annual (upon enactment)	—

Subscriber only

Enforcement risk score

/ 100

Announced regulation; enforcement footprint still forming.

Subscriber only

Role-based compliance checklist

hr_director Assess current use of AI tools in all hiring processes to determine if the business would be 'covered' and how AI is being utilized. (todo)
compliance_officer Monitor the bill's legislative progress and analyze the final text if enacted to understand the precise definition of 'covered businesses' and specific reporting content. (todo)
general_counsel Provide legal guidance on compliance obligations, potential penalties, and the scope of required disclosures under the new law. (todo)
board_director Ensure appropriate oversight and resource allocation for compliance with new AI in hiring transparency laws. (todo)

Subscriber only

Vendor impact assessment

Vendor risk class: medium
Procurement categories: hr_tech

Vendors providing AI-powered hiring solutions will need to ensure their platforms can support client businesses in fulfilling these new reporting obligations, particularly regarding the collection and presentation of data on AI's impact and usage.

Sample vendor questions

How does your AI hiring tool collect and present data on its impact on hiring outcomes (e.g., diversity metrics, candidate progression)?
Can your system generate reports detailing the nature of AI use (e.g., specific algorithms, decision criteria) as would be required for our annual Department of Labor report?
What data governance and audit trails are in place to support the accuracy and completeness of the required AI usage and impact reports?

Intelligence briefs (2)

legislation In Assembly Committee 1/21/2026

NY A9581: Proposed Annual AI Hiring Impact Reporting Requirements

New York A9581 proposes annual AI hiring impact reporting for covered businesses to the Department of Labor [1].

This signals an emerging regulatory focus on AI's workforce impact and deployer transparency obligations in hiring.

Deadline: No fixed deadline, as the bill is currently in committee.

Primary source →

legislation in_committee 1/21/2026

New York Bill A9581 Mandates Annual AI Hiring and Use Reporting

This bill introduces an annual reporting obligation for covered businesses on AI's impact on hiring and general AI use [1].

This initiative signals a legislative intent to increase transparency regarding AI deployment in employment decisions and broader business operations within New York.

Deadline: No fixed deadline — the bill is currently in committee.

Primary source →

Frequently asked questions

What is A9581?: New York Assembly Bill A9581 (2025-2026) proposes to require covered businesses to submit annual reports to the Department of Labor detailing the impact of artificial intelligence on hiring and the nature of AI use during the preceding year [1]. The bill further mandates that the Department of Labor also produce an annual report on statewide AI hiring impacts and establishes penalties for non-compliant businesses [1]. Primary source →
Why does A9581 matter?: This signals an emerging regulatory focus on AI's workforce impact and deployer transparency obligations in hiring. Primary source →
Who does A9581 affect?: This proposal primarily affects 'covered businesses' operating within New York State that utilize artificial intelligence in their hiring processes. Organizations with significant HR functions, particularly those employing AI-driven recruitment, screening, or assessment tools, would need to consider new data collection and reporting mechanisms. Legal and compliance functions within these businesses would also be impacted by the need to interpret and adhere to new state-level reporting mandates. Primary source →
What are the key dates for A9581?: No fixed deadline, as the bill is currently in committee. Primary source →
What is the current status of A9581?: As of the last published update, A9581 is at the "introduced" stage, with bill status "In Assembly Committee". Primary source →
Where can I find the primary source for A9581?: The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A9581. 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 (2)

NY A9581: Proposed Annual AI Hiring Impact Reporting Requirements

New York Bill A9581 Mandates Annual AI Hiring and Use Reporting

Frequently asked questions

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