As amended 4/22/2026: - Prohibits employers from using an automated decision system (ADS) to prevent compliance with labor or civil rights laws, infer a worker's protected status, conduct predictive behavior analysis, or identify, profile, predict, or take adverse action against a line worker for exercising their legal rights. - Requires human review and independent corroboration of an ADS output before using it to discipline, terminate, or deactivate a worker. - Grants a worker the right to access their data used by an ADS and requires employers to provide a detailed notice when an ADS is primarily relied upon in a disciplinary, termination, or deactivation decision. - Prohibits employer retaliation and creates a private right of action for workers to enforce these provisions.
| Date | Chamber | Action |
|---|---|---|
May 14, 2026 | S | Hearing Scheduled - Appropriations |
May 4, 2026 | S | Hearing Scheduled - Appropriations |
May 4, 2026 | — | May 4 hearing: Placed on APPR. suspense file. |
Apr 24, 2026 | — | Set for hearing May 4. |
Apr 22, 2026 | — | Read second time and amended. Re-referred to Com. on APPR. |
Apr 21, 2026 | — | From committee: Do pass as amended and re-refer to Com. on APPR. (Ayes 7. Noes 2.) (April 20). |
Apr 20, 2026 | S | Hearing Scheduled - Privacy, Digital Technologies, and Consumer Protection |
Apr 9, 2026 | — | Set for hearing April 20. |
| Last Action | May 4, 2026 |
|---|---|
| Year | 2025 |
| Bill Type | Bill |
| Created | Mar 21, 2026 |
| Updated | May 8, 2026 |