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MN SF4573: Certain use of artificial intelligence prohibition provision

Dead/Failed Minnesota · 2025–2026 session

Last verified Oct 13, 2026 · official bill text

SF4573 · where it stands

This bill did not become law (dead/failed) · last action Mar 18, 2026.

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

Minnesota's SF 4573 (2026), by Sen. Maye Quade, would have amended the Minnesota Human Rights Act (Minn. Stat. § 363A.08) to make it an unfair employment practice for an employer to use artificial intelligence that has the effect of discriminating against an employee or applicant on a protected basis, or to fail to notify them that AI is being used for those purposes. Introduced and referred to the Judiciary and Public Safety Committee March 18, 2026, it died when the session adjourned May 18, 2026.

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

What it means for business

None: the bill did not pass. It would have made employers' AI tools that discriminate in hiring or employment, or undisclosed use of them, unfair employment practices under the Minnesota Human Rights Act.

Key provisions

  1. Would have added subdivision 9 (use of artificial intelligence) to Minn. Stat. § 363A.08
  2. Artificial intelligence: a machine-based system that infers from its input how to generate outputs such as predictions, content, recommendations and decisions
  3. Unfair employment practice for an employer, in recruitment, hiring, promotion, renewal, training selection, discharge, discipline, tenure or terms and conditions, to use AI that has the effect of discriminating because of a protected characteristic
  4. Protected characteristics listed: race, color, creed, religion, national origin, sex, gender identity, marital status, public assistance status, familial status, local commission activity, disability, sexual orientation and age
  5. Also an unfair employment practice to fail to give an employee or applicant notice that the employer is using AI for those purposes
  6. Introduced March 18, 2026 (companion HF 4537) and referred to Judiciary and Public Safety; no further action; died at adjournment May 18, 2026

Latest legislative action

Mar 18, 2026. Referred to Judiciary and Public Safety

Sponsors

NameRoleDistrict
D Sponsor SD-056

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

Related AI laws in Minnesota

All Minnesota bills →
SF3098 Prohibition from using artificial intelligence to dynamically set product prices SF4689 Use of automated decision systems in employment settings regulation HF4445 Use of automated decision systems in employment settings regulated. SF4233 Surveillance-based price and wage discrimination prohibition HF4131 Surveillance-based price and wage discrimination prohibited. HF4138 Social media platforms; requirements related to accounts for minors established

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."