New York Bill A9641, currently in the Assembly Labor Committee, proposes to prohibit algorithmic wage-setting [1]. The legislation also outlines provisions for exceptions, specifies penalties for violations, and establishes a private right of action for affected individuals [2]. This development marks a potential regulatory shift concerning AI's role in employment compensation.

Who does A9641 affect?

Companies operating within New York State that currently leverage or plan to leverage algorithmic tools for setting employee wages are in scope. This impacts human resources, legal, and compliance functions responsible for compensation structures and employment practices. Organizations using AI for salary determination, performance-based pay, or other compensation models will need to assess their systems.

What is the current status of A9641?

As of the last published update, A9641 is at the "committee" stage, with bill status "in committee".

Where can I find the primary source for A9641?

The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A9641. AIGI publishes the full citation chain plus every approved brief on this bill.

NY, US · AI law tracker

A9641 — NY, US

A9641 is an AI governance legislation from NY, currently committee. New York Bill A9641 proposes to prohibit algorithmic wage-setting within the state [1]. AIGI tracks 1 primary-source update on this bill; the most recent was published on 2026-01-21.

Status & timeline

Regulatory stage: committee
Bill status: in committee
Authority / governing body: New York State Senate
Chamber: Assembly
Document type: legislation

Next deadline: No fixed deadline — status is 'In Assembly Committee'.

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Full obligation matrix

Actor	Obligation	Deadline	Source
deployer	Refrain from using algorithmic systems for wage-setting.	—	—
deployer	Comply with penalty provisions for violations.	—	—
deployer	Be prepared for private right of action lawsuits related to algorithmic wage-setting.	—	—

Subscriber only

Enforcement risk score

/ 100

Announced regulation; enforcement footprint still forming.

Subscriber only

Role-based compliance checklist

hr_director Review current wage-setting methodologies for algorithmic components.
cto Review current wage-setting methodologies for algorithmic components.
general_counsel Review current wage-setting methodologies for algorithmic components.
general_counsel Track the legislative progress of NY Assembly Bill A9641.
compliance_officer Track the legislative progress of NY Assembly Bill A9641.
hr_director Evaluate alternative, non-algorithmic approaches to wage-setting if current systems are prohibited.
cto Evaluate alternative, non-algorithmic approaches to wage-setting if current systems are prohibited.

Subscriber only

Vendor impact assessment

Vendor risk class: high
Procurement categories: hr_tech

Vendors supplying HR and compensation management software to companies in New York would need to ensure their tools do not employ prohibited algorithmic wage-setting functions or offer compliant alternatives.

Sample vendor questions

Does your HR technology solution utilize algorithms for wage-setting, compensation recommendations, or salary adjustments?
If so, how can these algorithmic components be disabled or replaced with non-algorithmic methods?
What documentation can you provide regarding the fairness and transparency of your wage-setting algorithms?
How do you ensure compliance with emerging state-specific regulations like NY A9641 concerning algorithmic wage-setting?

Intelligence briefs (1)

legislation in_committee 1/21/2026

NY Bill A9641 Proposes Prohibition on Algorithmic Wage-Setting

New York Bill A9641 proposes to prohibit algorithmic wage-setting within the state [1].

This signals an expanding regulatory focus on AI's impact on worker compensation and potentially expands deployer obligations.

Deadline: No fixed deadline — status is 'In Assembly Committee'.

Primary source →

Frequently asked questions

What is A9641?: New York Bill A9641, currently in the Assembly Labor Committee, proposes to prohibit algorithmic wage-setting [1]. The legislation also outlines provisions for exceptions, specifies penalties for violations, and establishes a private right of action for affected individuals [2]. This development marks a potential regulatory shift concerning AI's role in employment compensation. Primary source →
Why does A9641 matter?: This signals an expanding regulatory focus on AI's impact on worker compensation and potentially expands deployer obligations. Primary source →
Who does A9641 affect?: Companies operating within New York State that currently leverage or plan to leverage algorithmic tools for setting employee wages are in scope. This impacts human resources, legal, and compliance functions responsible for compensation structures and employment practices. Organizations using AI for salary determination, performance-based pay, or other compensation models will need to assess their systems. Primary source →
What are the key dates for A9641?: No fixed deadline — status is 'In Assembly Committee'. Primary source →
What is the current status of A9641?: As of the last published update, A9641 is at the "committee" stage, with bill status "in committee". Primary source →
Where can I find the primary source for A9641?: The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A9641. 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 Bill A9641 Proposes Prohibition on Algorithmic Wage-Setting

Frequently asked questions

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