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Read. Follow. Verify.Louisiana House Bill 421 Regulates Automated Decision Systems in Workplace Employment Decisions
Last action · March 9, 2026: Read by title, under the rules, referred to the Committee on Labor and Industrial Relations.Sponsor: Vincent Cox
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What This Bill Proposed
Louisiana HB 421 establishes comprehensive regulations, notice mandates, and worker protections regarding the use of s and artificial intelligence in employment-related decisions. The bill prohibits sole reliance on automated outputs for discipline or termination, mandates human review processes, and institutes a civil penalty of $500 for violations enforced by Louisiana Works.
Workers gain formal rights to receive pre-use notices, inspect and correct algorithmic data, appeal employment decisions within 30 days, and be protected from workplace retaliation, while employers face new operational requirements and potential $500 civil penalties for noncompliance.
Who It Would Have Affected
Groups the bill's text would have affected, as described in the record. Being affected is not a position for or against it.
Workers
Workers receive mandatory pre-use notices, access to their personal input data, the right to appeal automated employment decisions, and protection from retaliatory discharge or discipline.
Employers
Employers must maintain updated lists of automated decision systems, issue written notices, appoint qualified internal reviewers, and risk $500 civil penalties for noncompliance.
Job Applicants
Job applicants must be informed upon application if an employer utilizes an automated decision system for hiring decisions.
Louisiana Works
Louisiana Works is empowered to enforce provisions, investigate complaints, issue citations, and promulgate implementation rules under the Administrative Procedure Act.
Key Facts
- Employers must provide written plain-language notice to workers at least 30 days before deploying an automated decision system (ADS) or within 30 days of hiring a new worker.
- Job applicants must be notified upon application if an employer utilizes an ADS for hiring decisions.
- Employers are explicitly prohibited from relying solely on an ADS when making discipline, termination, or deactivation decisions.
- Employers using an ADS output to assist in employment-related decisions must ensure output accuracy and use a designated internal reviewer to conduct a separate investigation with corroborating evidence.
Show all 9 facts
- Affected workers have the right to appeal an employment-related decision within 30 days of notification and request access to input/output data and corroborating evidence.
- Employers or vendors must respond to an appeal within 14 business days, and if a human reviewer determines a decision should be overturned, the employer must rectify it within 21 business days.
- Employers are prohibited from using an ADS that utilizes facial recognition, gait, or emotion recognition technologies.
- Violations of the provisions of this Part subject an employer to a civil penalty of $500.
- Louisiana Works is charged with enforcing the provisions, including investigating alleged violations, issuing citations, and ordering temporary relief.
Frequently Asked Questions
What is considered an automated decision system under this bill?
Can an employer fire a worker based solely on an automated score or recommendation?
What rights do workers have if an ADS is used in an employment decision affecting them?
What else do you want to know?
News Coverage
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Votes, people, money & the original sourceWhere This Stands
This bill did not become law - Died at adjournment · in House committee.
Procedural history
4 actions- Mar 9, 2026HouseIntroducedRead by title, under the rules, referred to the Committee on Labor and Industrial Relations.
- Feb 27, 2026HouseFirst appeared in the Interim Calendar on 2/27/2026.
- Feb 25, 2026HousePrefiled.
- Feb 25, 2026HouseCommitteeUnder the rules, provisionally referred to the Committee on Labor and Industrial Relations.
Version history
Only one version on file - nothing to compare yet. As later stages (committee substitute, engrossed, enrolled) are captured, the redline appears here.
View official text →Lobbying Activity
No state lobbying filings in our records match this bill. Federal lobbying reports (LDA) cover Congress, so they are not listed on state bills.
Full breakdown
Who this bill affects and the strongest case for and against it, written only from the bill’s own text.
Sponsors
Discoveries
Patterns POLISCOPE noticed across the record. These are observations to investigate, not conclusions.
Establishment of Algorithmic Accountability in Louisiana Labor Law
The bill introduces comprehensive statutory boundaries specifically targeting automated decision systems and artificial intelligence in employment, complete with mandatory pre-use notices, data access, and appeal procedures.
Connected Entities
Sources
www.legis.la.gov
Analysis Score
0–100- Significance20Lowered because this bill did not pass (its text scored 75)
- Controversy65Intensity of disagreement among stakeholders
- Entertainment10Compellingness for a non-policy-wonk reader
- Buzz50Current news / social attention level
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