SF 4689 Minnesota Senate · 2025-2026 Regular Session

Use of automated decision systems in employment settings regulation

This bill establishes rules for how employers in Minnesota can use automated decision systems like artificial intelligence to make employment-related decisions such as hiring, firing, and promotions. It directly affects employers, workers, and third-party vendors who use these technologies in workplace settings. The legislation defines key terms including what counts as an automated decision system and worker data, which covers personal, biometric, health, and performance information. Employers would need to follow specific procedures when using these systems, including providing notice to workers and allowing them to request human review of automated decisions that affect their employment status. The bill also sets requirements for how employers must handle and protect worker data collected through these systems.

Bill status in committee 1 of 4 stages cleared

Introduction

Mar 2026

Committee Review

Floor Vote

Governor

Introduced Mar 23, 2026 Last action Apr 9, 2026

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What changed between versions

Introduction → 1st Engrossment · 8 edits · Apr 7, 2026

MODERATE

This bill was updated from an introduction to its first engrossment version, incorporating significant policy changes regarding automated decision systems and worker protections. The most notable additions include a strict prohibition on using these systems to terminate workers and a new requirement for employers to consider company size and violation severity when calculating fines. Several sections were renumbered and consolidated, while the effective date for the new rules was set to January 1, 2027.

Scope change

The bill's scope expanded to explicitly ban terminations based on automated decision systems and introduced a new penalty tier that requires commissioners to weigh employer size and violation severity.

REQUIREMENT

Added a specific prohibition against using automated decision systems to terminate workers.

Removed a requirement that job applicants must provide affirmative written consent before being subject to automated decision systems.

Revised the opt-out provision to apply to workers rather than just job applicants.

Added a mandate for the commissioner to create a model appeal form in addition to model notice language.

ENFORCEMENT

Changed civil penalties from a fixed amount to 'up to' a specific amount and added a requirement to consider employer size and violation severity when determining fines.

DEFINITION

Modified the definition of 'automated decision system' to clarify that it includes systems used to 'partially or fully replace' human decision-making.

TIMELINE

Set the effective date for Sections 1 through 7 to January 1, 2027.

TECHNICAL

Renumbered and reorganized several subsections, merging the severability clause into the model notice section.

Floor votes

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Full legislative history

Actions timeline

Total actions

Key actions

Committee

Apr 9, 2026

Committee

Pursuant to Senate Concurrent Resolution No. 6, referred to Rules and Administration

upper

Apr 9, 2026

Upper · Passed

Comm report: To pass as amended and re-refer to Judiciary and Public Safety

upper

Apr 7, 2026

Upper · Passed

Comm report: To pass as amended and re-refer to State and Local Government

upper

Mar 23, 2026

Committee

Referred to Labor

upper

Mar 23, 2026

Introduced

Introduction and first reading

upper

1 primary · 1 co-sponsor