As introduced: - Requires employers to provide workers with written notice and obtain affirmative consent before using an automated decision system (ADS) for employment decisions. - Requires employers to maintain records of worker data collected, used or produced by ADS for 36 months, after which it must be destroyed. - Grants workers the right to access and correct their data and to appeal employment-related decisions made using an ADS to a qualified human reviewer. - Prohibits employers from using ADS to violate the law, infer certain characteristics of workers, make certain predictions about workers, take adverse action against an employee for exercising their rights, use certain other technologies, or collect data for non-disclosed reasons. - Prohibits employers from using an ADS that uses individualized worker data to set compensation unless certain conditions are met. - Prohibits an employer from relying solely on an ADS when making an employment-related decision and mandates meaningful human review. - Requires an employer to inform an employee of the use of ADS to make an employment related decision. - Grants employees the right to access information related to the decision and the right to appeal. - Prohibits employers from taking adverse actions against employees for exercising rights under this act. - Establishes a private right of action for aggrieved workers and creates civil penalties for violations.
| Date | Chamber | Action |
|---|---|---|
Mar 18, 2026 | H | Introduction and first reading, referred to Workforce, Labor, and Economic Development Finance and Policy |
| Last Action | Mar 18, 2026 |
|---|---|
| Year | 2025 |
| Bill Type | Bill |
| Created | Mar 21, 2026 |
| Updated | Mar 19, 2026 |