Bill > HB594

This bill amends the Pennsylvania Human Relations Act to address the use of automated employment decision tools (AEDTs) in hiring and employment practices. The bill defines an AEDT as a system using statistical methods or learning algorithms that automatically filter job candidates, and introduces new requirements for employers using such tools. Employers must now provide at least ten days' notice before an interview that an AEDT may be used, explain how the tool works, and obtain the individual's consent before using it. Additionally, employers must conduct a "bias audit" within the past year to assess the tool's potential discriminatory impact and publish the audit results on their website. The bill also establishes a civil penalty structure for violations, with fines up to $500 for a first offense and between $500 and $1,500 for subsequent violations, to be enforced by the Pennsylvania Human Relations Commission. These provisions aim to increase transparency and prevent potential discrimination in employment screening processes by automated technologies, ensuring that job candidates are informed about and can consent to the use of algorithmic decision-making tools.

Labor and Employment

https://www.legis.state.pa.us/cfdocs/billinfo/bill_history.cfm?syear=2025&sind=0&body=H&type=B&bn=594