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IA SSB3014: A bill for an act relating to the use of artificial intelligence systems and related software by state agencies for employment and other purposes.

In Committee Iowa · 2025–2026 session

Last verified Oct 12, 2026 · official bill text

SSB3014 · 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 SSB 3014 would require a state AI-system inventory, require state agencies using automated employment decision-making tools to list them publicly and report annually to the General Assembly, and bar agencies from using AI in ways that cut employee pay or positions, affect collective bargaining rights, or take over existing employee duties. Senate subcommittee recommended passage January 27, 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, it would bind state agencies, not private businesses, requiring AI inventories and reports and limiting AI use that affects state employees.

Key provisions

  1. New 8.94: the department (identified in the explanation as the Department of Management) must maintain and post an inventory of AI systems used by state agencies and report annually to the General Assembly by January 15; it may withhold information that would jeopardize IT security.
  2. New 19A.2: a state agency using an automated employment decision-making tool must publish a list of tools on its website no later than ninety days after each tool is used and report annually by January 15.
  3. New 19A.3: agencies may not use AI in a way that affects collective bargaining rights under chapter 20 or alters employee rights, benefits or privileges.
  4. Agencies may not use AI in a manner resulting in discharge, loss of position or reduced wages, benefits or nonovertime hours, and may not transfer existing employee duties to an AI system.
  5. The text has no penalties or effective date. Status: introduced and subcommittee named January 13, 2026; subcommittee recommended passage January 27, 2026.

Latest legislative action

Jan 27, 2026. Subcommittee recommends passage.

Sponsors

NameRole
Primary
Primary
Primary

Topics and industries

Related topics

AI in GovernmentAI in EmploymentAI Transparency

Affected industries

GovernmentEmployment

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

Connecticut SB00005 An Act Concerning Online Safety Colorado SB189 Automated Decision-Making Technology New York S00822 Relates to the disclosure of automated employment decision-making tools; require Texas HB5118 Relating to a study on employer and state agency use of automated employment dec Montana HB178 Limit government use of AI systems Utah SB180 Law Enforcement Usage of Artificial Intelligence