In one paragraph
Maryland's SB 957 (2024) would have barred employers from using automated employment decision tools to screen applicants or decide terms of employment unless the tool passed a yearly impact assessment finding no high-risk action, and required employers to notify affected applicants within 30 days of use. Civil penalties would start at up to $500 per violation. A Senate Finance hearing was set for March 14, 2024; it went no further and died when the session ended.
Plain-English summary, written with AI assistance. The official text controls.
What it means for business
None: the bill died when the 2024 session ended and never became law. If enacted, employers would have had to assess automated hiring tools yearly and notify applicants.
Key provisions
- Would have added Labor and Employment section 3-718: subject to an exception, an employer may not use an automated employment decision tool to screen applicants or help decide compensation or other terms of employment for applicants in Maryland
- Automated employment decision tool: an algorithmic decision system that automatically filters applicants or sets up a preferred applicant
- Exception: the tool had an impact assessment in the year before first use and is assessed each year, and the assessments find its use would not involve a high-risk action (likely unlawful discrimination or disparate impact)
- Employers using the tool under the exception must notify each affected applicant within 30 days after use that a tool was used and was subject to an impact assessment
- Civil penalty up to $500 for a first violation and $500 to $1,500 for later ones; each missed notice and each later 30-day period without notice is a separate violation; the bill names no enforcer and no private right of action
- The Maryland Department of Labor would adopt regulations, including on impact assessments; cross-filed with HB 1255; would have taken effect October 1, 2024
Latest legislative action
Feb 9, 2024. Hearing 3/14 at 1:00 p.m.
Sponsors
| Name | Role | District |
|---|---|---|
| Katie Hester D | Sponsor | SD-009 |
Topics and industries
Related topics
Affected industries
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