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Limits the use of automatic data systems in connection with employment; requires an employer shall provide a written notice that an automatic data system is being used; provides remedies.
In one paragraph
New York's A 10251 would add Labor Law Article 38, “Automated Decision Systems” (§§ 1075-1081). Employers would have to give workers written notice at least 30 days before first deploying an automated decision system for employment-related decisions (other than hiring), could not rely solely on one for discipline, termination or deactivation, and would owe a post-use notice. A civil penalty of $500 per violation would apply. Referred to Labor February 12, 2026; it has not passed either chamber.
Plain-English summary, written with AI assistance. The official text controls.
What it means for business
None yet: the bill is pending. If enacted, employers using automated decision systems on workers would have to give advance and post-use notices, keep humans in discipline and termination decisions, and face $500 per-violation penalties.
Key provisions
- Pre-use notice (§ 1076): 30 days before first deployment; for systems in use on the effective date, no later than January 1, 2027; for new workers within 30 days of hiring; applicants must be told on application if a system is used in hiring
- Notice must be plain-language and stand-alone and cover decision types, input data and sources, key parameters, creators, quotas, and rights to access and correct data
- Employers may not use a system to infer protected status, take adverse action for exercising legal rights, or collect data for undisclosed purposes; customer ratings may not be the sole or primary input
- Employers may not rely solely on a system for discipline, termination or deactivation; if relying primarily on its output, a human must review it and other relevant information
- Workers may request a copy of the last 12 months of their data used for such decisions, once every 12 months; a post-use notice is required when a system was primarily relied on
- Enforced by the Commissioner in the same manner as Labor Law § 215; civil penalty of $500 per violation; petitioners may seek injunctive relief, punitive damages and fees; retaliation barred
- Would take effect on the first of January next succeeding the date it becomes law; referred to Labor February 12, 2026
Latest legislative action
Feb 12, 2026. referred to labor
Sponsors
| Name | Role |
|---|---|
| MCDONALD | Primary |
| Michaelle C. Solages D | Primary |
| RIVERA | Primary |
| Rules Committee | Primary |
| John T. McDonald III | Cosponsor |
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