AI Frontier Institute

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

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Pennsylvania House Bill 594 (2025) has not been enacted. It was referred to the House Labor and Industry Committee on February 12, 2025. If enacted, it would amend the Pennsylvania Human Relations Act to regulate employers' and employment agencies' use of automated employment decision tools. Section 1 adds definitions to Section 4 of the Act. An "automated employment decision tool" is a statistical or learning-based system that automatically filters people for employment or for terms, conditions or privileges of employment in a way that establishes a preferred individual. Tools such as spam filters, firewalls, calculators and spreadsheets are excluded. The bill also defines "bias audit" and "employment decision." Section 2 adds new Section 5.4. An employer or agency using such a tool must notify each individual at least ten days before their interview. It must also explain how the tool works and what general types of characteristics it uses. It must get the individual's consent before the interview. It may not use the tool on people who have not consented. The tool may not be used unless it has had a bias audit by an independent auditor within the prior year. A summary of the most recent audit must be posted on the employer's or agency's public website. Section 3 amends Section 9.3 so the Human Relations Commission may adopt a schedule of civil penalties for violations of Section 5.4. A penalty may not exceed $500 for a first violation. For each later violation it must be $500 to $1,500. Agents of the Commission may issue citations, and penalties can be appealed to the Commission. Proceedings follow 2 Pa.C.S. Section 4 sets the effective date at 60 days after enactment.

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