SF 4576
Introduction - 94th Legislature (2025 - 2026)
Posted on 03/24/2026 10:39 a.m.
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A bill for an act
relating to employment; requiring notice and a transitional employment period for
employees displaced by artificial intelligence; imposing penalties; proposing coding
for new law in Minnesota Statutes, chapter 181.
BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF MINNESOTA:
Section 1.
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[181.9937] SAFEGUARDING HUMAN INTELLIGENCE AND
EMPLOYMENT IN LABOR DISPLACEMENT.
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new text begin Subdivision 1. new text end
new text begin Definitions. new text end
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(a) For the purposes of this section, the following terms have
the meanings given.
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(b) "Artificial intelligence" means an engineered or machine-based system that varies
in the system's level of autonomy and that can, for explicit or implicit objectives, infer from
the input the system receives how to generate outputs that can influence physical or virtual
environments.
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(c) "Covered employer" means any employer who employs the equivalent of 50 or more
full-time employees within the state of Minnesota.
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(d) "Employment loss" includes any termination, layoff exceeding six months, reduction
in work hours of 50 percent or more during each month of any six-month period, or
conversion of a human-performed function to an automated function.
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(e) "Technological displacement" means the elimination of employment positions, or a
reduction in hours equivalent to 25 percent or more of total workforce time within any
12-month period, caused in whole or in substantial part by the introduction or expanded use
of an artificial intelligence system or other automated technology.
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new text begin Subd. 2. new text end
new text begin Notice of technological displacement. new text end
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(a) A covered employer must provide
a minimum of 90 days advance written notice prior to any technological displacement
affecting (1) 25 or more employees, or (2) 25 percent of the employer's workforce, whichever
is less.
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(b) Notice under paragraph (a) must be provided to:
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(1) all affected employees and any employee organization representing the affected
employees;
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(2) the commissioner of labor and industry;
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(3) the chief elected official of each locality where an affected facility is located; and
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(4) the local workforce development board for any area with an affected facility.
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(c) A notice under paragraph (a) must include a description of:
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(1) the functions to be automated;
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(2) the number, classification, and location of affected employees;
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(3) the anticipated date of technological displacement;
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(4) any available retraining or reassignment programs; and
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(5) the identity of any vendor or contractor supplying the artificial intelligence system.
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new text begin Subd. 3. new text end
new text begin Transitional employment period. new text end
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(a) Each employee affected by a
technological displacement is entitled to a transitional employment period of 90 days from
the date notice was provided under subdivision 2, during which the covered employer must
offer each affected employee:
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(1) continued employment or equivalent wages; and
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(2) participation, at the employer's expense, in a recognized retraining or reskilling
program approved by the commissioner of labor and industry.
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(b) A covered employer must not discharge an employee during that employee's
transitional employment period except for just cause.
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new text begin Subd. 4. new text end
new text begin Incentive eligibility. new text end
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(a) Any covered employer that fails to comply with the
requirements of this section is ineligible for state grants, loans, or tax incentives for five
years following the finding of a violation.
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(b) The commissioner of labor and industry must maintain a public registry of covered
employers the commissioner has found to have violated this section.
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new text begin Subd. 5. new text end
new text begin Enforcement. new text end
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(a) This section may be enforced by the commissioner of labor
and industry or the attorney general under section 8.31.
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(b) In addition to other remedies available by law or equity, a covered employer that
violates subdivision 2:
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(1) is liable to each affected employee for up to 60 days of back pay and benefits; and
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(2) may be assessed a civil penalty of up to $10,000 for each willful violation.
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