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MN SF4689: Use of automated decision systems in employment settings regulation

Dead/Failed Minnesota · 2025–2026 session

Last verified Oct 10, 2026 · official bill text

SF4689 · where it stands

This bill did not become law (dead/failed) · last action Apr 9, 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

Not law. Minnesota's SF 4689 (1st engrossment) would have added Minn. Stat. 181.9921 to 181.9927 regulating employers' use of automated decision systems in employment. Employers would have owed workers advance and after-decision written notice, access and correction of data, human review and an appeal, and could not rely solely on such a system or use one to terminate a worker. Penalties would run up to $1,000 or $2,500 per violation, with a private right of action. Effective January 1, 2027 if enacted.

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

What it means for business

None: the bill died, so it creates no obligations for Minnesota employers using automated decision systems.

Key provisions

  1. Would have added Minn. Stat. 181.9921 to 181.9927 (chapter 181); covers employers, including vendors and labor contractors, and applicants, employees and contractors
  2. Written notice at least 30 days before a new or significantly changed system (for existing systems, no later than September 1, 2026), copy to the commissioner of labor and industry within ten days
  3. Prohibited uses include inferring protected characteristics, facial, gait or emotion recognition, and adverse action for exercising rights; pay-setting use only if listed conditions are shown
  4. Employers must not rely solely on the system and would need a designated internal reviewer; a system must not be used to terminate a worker
  5. Workers could get their data and an explanation within 14 days, and appeal within 30 days; employers would respond within five business days
  6. Civil penalties up to $1,000 per violation of 181.9922 or 181.9925 and up to $2,500 per violation of 181.9923, 181.9924 or 181.9926; damages including punitive damages through the commissioner, attorney general or workers
  7. Companion HF 4445 (committee only); Sections 1 to 7 effective January 1, 2027
  8. Introduced March 23, 2026; amended in Labor (April 7) and State and Local Government (April 9, 2026; amendments not in the posted 1st engrossment), then referred to Rules and Administration under Senate Concurrent Resolution No. 6

Latest legislative action

Apr 9, 2026. Pursuant to Senate Concurrent Resolution No. 6, referred to Rules and Administration; no further action before the 2025-2026 Legislature adjourned

Sponsors

NameRole
Primary
Primary
Cosponsor

Topics and industries

Related topics

AI in EmploymentAutomated Decision-MakingFacial Recognition

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 →
HF4445 Use of automated decision systems in employment settings regulated. SF4573 Certain use of artificial intelligence prohibition provision SF3098 Prohibition from using artificial intelligence to dynamically set product prices 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

Rhode Island HB7767 AN ACT RELATING TO LABOR AND LABOR RELATIONS -- ARTIFICIAL INTELLIGENCE USE AND Michigan HB5579 Labor: fair employment practices; use of electronic monitoring or automated deci Louisiana HB 421 LABOR: Provides relative to the use of automated decision systems with respect t Vermont H0262 An act relating to restricting electronic monitoring of employees and the use of Utah HB444 Data Privacy Amendments California SB 947 Employment: automated decision systems.