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IA SF2414: A bill for an act relating to automated decision systems used by employers.

In Committee Iowa · 2025–2026 session

Last verified Oct 12, 2026 · official bill text

SF2414 · where it stands

1 of 5 steps complete
  1. Introduced In committee
  2. Passed first chamber
  3. Passed both chambers
  4. Enacted
  5. Effective
What do these statuses mean?
Introduced
Filed in the legislature; may be waiting for a committee hearing.
Passed a chamber
Approved by one or both chambers; awaiting further action.
Enacted
Signed into law, or became law without a signature or over a veto.
Effective date
The date the law says it takes effect. Once it has passed, the page shows "Effective" and the date. A court order can still block a law; if we know of one, the summary says so.
Dead / vetoed
Vetoed, failed, or the session ended without action.

In one paragraph

Iowa's SF 2414 would create Code chapter 91F requiring employers to give employees advance written notice of automated decision systems used for employment decisions, bar sole reliance on them for discipline, termination or deactivation, and give employees access to their data. The Department of Inspections, Appeals, and Licensing could enforce with a $500 civil penalty. Referred to Senate Workforce February 19, 2026; subcommittee named February 23, 2026.

Plain-English summary, written with AI assistance. The official text controls.

What it means for business

None yet: the bill has not been enacted. If enacted, Iowa employers using automated decision systems would need advance notices, human review and data-access processes, with $500 civil penalties and private suits possible.

Key provisions

  1. Employers must give written notice at least 30 days before first deploying an automated decision system for non-hiring employment decisions (existing systems no later than January 1, 2027) and tell job applicants when one is used in hiring.
  2. Employers may not use such systems to violate labor or civil rights laws, infer protected status, or rely solely on them for discipline, termination or deactivation; a human reviewer must review output; customer ratings cannot be the sole or primary input.
  3. Section 91F.4 requires notice to employees after decisions; under 91F.5 an employee may request the most recent 12 months of data, once every 12 months.
  4. Retaliation against employees exercising rights is prohibited.
  5. Enforcement: the Department of Inspections, Appeals, and Licensing may investigate, cite and sue; civil penalty of $500; affected persons may sue in district court for injunctive relief, punitive damages, fees and costs.
  6. Status: introduced February 19, 2026, referred to Workforce; subcommittee named February 23, 2026.

Latest legislative action

Feb 23, 2026. Subcommittee: Driscoll, Donahue, and Pike. S.J. 361.

Sponsors

NameRole
Primary
Primary

Topics and industries

Related topics

AI in EmploymentAutomated Decision-Making

Affected industries

EmploymentTechnology

This page is general information, not legal advice. Summaries are AI-assisted and may contain errors; read the statute for the controlling text and talk to a lawyer about your situation. Full disclaimer · Report an error

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Same topic in other states

California SB 947 Employment: automated decision systems. Colorado SB189 Automated Decision-Making Technology New York S08831 Provides for the use of automated employment decision-making tools and artificia Illinois SB 2909 SCH CD-TEACHER EVALUATION-AI Pennsylvania HB594 Further providing for definitions; providing for use of automated employment dec New Jersey S1840 Creates "New Jersey Responsible AI Advancement and Workforce Protection Act."