PA HB594: Further providing for definitions; providing for use of automated employment decision tool; and further providing for civil penalties.

In one paragraph

Pennsylvania's HB 594 (2025-26) would amend the Pennsylvania Human Relations Act to require an employer or employment agency using an automated employment decision tool to notify and get consent from individuals before the interview and to use only tools with a bias audit from within the past year, with the results summary posted online. It was referred to the House Labor & Industry Committee on February 12, 2025.

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 and employment agencies using automated hiring tools would have to give notice, get consent, use only tools bias-audited within the prior year and post audit summaries.

Key provisions

1. 1Would require notice at least ten days before the interview that an automated employment decision tool may be used, and an explanation of how it works and what general types of characteristics it uses
2. 2Would require the individual's consent before the interview and bar using the tool on individuals who have not consented
3. 3Would bar using the tool for an employment decision unless it had a bias audit by an independent auditor no more than one year earlier, with a summary of the latest results on the employer's or agency's public website
4. 4Would define an automated employment decision tool as a statistical or learning-based system that automatically filters individuals for employment or terms and conditions of employment
5. 5Would let the Human Relations Commission set civil penalties of not more than $500 for a first violation and $500 to $1,500 for each later violation
6. 6Would take effect in 60 days
7. 7Referred to the House Labor & Industry Committee on February 12, 2025

Latest legislative action

Feb 12, 2025. Referred to Labor & Industry

Sponsors (showing 5 of 76)