Creates standards for independent bias auditing of automated employment decision tools.

This bill requires employers in New Jersey who use automated employment decision tools (AEDTs) - such as AI screening systems for hiring - to conduct annual independent bias audits. These audits must assess whether the tool disproportionately impacts candidates based on race, gender, or intersectional categories (e.g., Hispanic women vs. Black men), calculate impact ratios, and exclude categories representing less than 2% of data only with justification. Employers must publicly post audit results and the tool’s distribution date on their website for six months, and notify job applicants about AEDT use with instructions for requesting alternatives. The law does not mandate AEDT use but sets standards for transparency and bias prevention, modeled after New York City’s regulations.