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TX SB2473: Relating to the use of an automated employment decision tool by a state agency to assess a job applicant's fitness for a position.

Dead/Failed Texas · 2025–2026 session

Last verified Oct 10, 2026 · official bill text

SB2473 · where it stands

This bill did not become law (dead/failed) · last action Apr 3, 2025.

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

Texas SB 2473 (2025), as introduced, would have added Government Code Subchapter E to Chapter 656 limiting how state agencies use automated employment decision tools to assess job applicants. An agency could not use a tool unless it notified the applicant and gave information on how it would be used and what characteristics may be evaluated, and it would have had to mitigate bias so the tool does not discriminate against protected classes. No penalties are stated. No enrolled version exists, so it died June 2, 2025.

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

What it means for business

No duties for businesses because the bill died. Had it passed, it would have bound only state agencies, though vendors of hiring tools to the state could have been affected.

Key provisions

  1. Sec. 656.201: defines 'automated employment decision tool' as a computational process or software application using algorithms, machine learning or statistical modeling to assess an applicant's fitness
  2. Sec. 656.202: a state agency 'may not use or deploy an automated employment decision tool in violation of this subchapter'
  3. Sec. 656.203: before use, the agency must notify the applicant and give information on how the tool will be used, including what characteristics may be evaluated
  4. Sec. 656.204: the agency 'shall take measures to mitigate biases' so the tool does not discriminate on a protected class
  5. No enforcement mechanism, penalty or rulemaking authority in the introduced text
  6. Section 2: would have taken effect September 1, 2025; no enrolled version exists

Latest legislative action

Apr 3, 2025. Referred to Business & Commerce

Sponsors

NameRole
Primary
Primary
Primary

Topics and industries

Related topics

AI in EmploymentAI in GovernmentAutomated Decision-Making

Affected industries

GovernmentEmploymentTechnology

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

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Same topic in other states

Colorado SB189 Automated Decision-Making Technology New York S08831 Provides for the use of automated employment decision-making tools and artificia Illinois HB 4980 Human Control of AI Act Hawaii HCR192 Requesting The Hawaii Civil Rights Commission To Examine The Applicability Of Ex Connecticut SB435 AN ACT CONCERNING AUTOMATED DECISION SYSTEMS PROTECTIONS FOR EMPLOYEES. Massachusetts H77 Fostering artificial intelligence responsibility