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Bill

HB 2669

An Act providing for employer disclosure when employee layoffs occur due to an employer's use of artificial intelligence or other technological change; and imposing civil penalties.

2025-2026 Regular Session Introduced by Johanny Cepeda-Freytiz and 11 co-sponsors

Requires employers to disclose AI- or tech-driven layoffs, with civil penalties for noncompliance.

Referred to Labor & Industry
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WeVote Research Nonpartisan
Bill Summary · HB 2669

Summary of HB 2669 (Pennsylvania, 2025-2026)

Note: Based on the provided text, the bill appears to be titled “An Act providing for employer disclosure when employee layoffs occur due to an employer's use of artificial intelligence or other technological change; and imposing civil penalties.” However, the supplied bill text excerpt is from a different 2018 Pennsylvania measure (HB 2669) that amends firearms law. The action history indicates a 2026 referral to Labor & Industry, with a list of sponsors. Given the discrepancy between the title/subject and the included text, this summary focuses on the bill as described in the title (an employer disclosure and penalties related to AI-driven layoffs) and notes the available official text pertains to firearms. If the intended 2025-2026 AI/layoff bill is different from the 2018 firearms amendment, please provide the correct text for a precise summary. Below is a best-effort summary based on the stated purpose and typical legislative elements such a bill would entail, while clearly indicating the information drawn from the provided item and its actual text.

Objective and purpose

  • To require employers to disclose information when layoffs occur due to the employer’s use of artificial intelligence or other technological changes.
  • To impose civil penalties on employers that fail to provide the required disclosures.

Key provisions (typical elements likely to be included)

  • Disclosure obligation:
    • Employers planning layoffs prompted by adoption or deployment of AI, automation, or other significant technological change must provide advance notice and specific information to affected employees, and possibly to the workforce or state resources.
    • Information to be disclosed may include:
    • Reasons for the layoffs, with emphasis on AI/tech-driven rationale.
    • Estimated number of affected employees and layoff timeline.
    • Availability of retraining, upskilling programs, or alternative positions within the organization.
    • Details about severance, benefits continuity, and transition assistance.
  • Civil penalties:
    • Establishes penalties for employers that fail to provide the required disclosures.
    • Penalties may be monetary (e.g., fines per affected employee or per day of noncompliance) and could escalate for willful or repeated violations.
  • Enforcement and remedies:
    • Specifies which state agency oversees enforcement (likely the Department of Labor & Industry or equivalent).
    • Provides potential remedies for affected workers, such as civil actions or administrative proceedings.
    • May include procedures for complaint filing, investigation, and adjudication.
  • Scope and applicability:
    • Applies to employers with a certain size or within particular industries, or broadly to all employers in the state.
    • May define term "layoff" and clarify how it intersects with temporary reductions, separations, or other workforce changes.

Who would be affected

  • Employers subject to Pennsylvania employment law, particularly those employing significant numbers of workers or engaging in AI-driven workforce changes.
  • Affected employees facing layoffs or job displacement due to AI or technology-driven organizational changes.
  • Potentially, state agencies responsible for labor and workplace protections (for enforcement).

Procedural and timeline aspects

  • Filing and enforcement timeline:
    • If enacted, employers would need to begin compliance by a specified effective date, with disclosures required prior to or at the time of layoff decisions.
  • Penalty schedule:
    • Civil penalties would be assessed after notice and opportunity to cure noncompliance, within a defined statutory framework.
  • Appeals or dispute resolution:
    • Provisions for administrative review or civil action by affected employees or agencies.

Practical impact and considerations

  • For employers:
    • Additional disclosure obligations could require new internal processes to document and communicate AI-driven layoff rationales, retraining options, and transition support.
    • Potential cost implications from penalties if noncompliant.
  • For employees:
    • Greater transparency around layoffs tied to technological change.
    • Access to information about retraining and available support programs.
    • A potential enforcement mechanism to deter abrupt, opaque layoffs.

Important note

  • The text provided in this request partially contains a different bill (HB 2669 from 2018) that amends firearms provisions, not an AI/disclosure measure. The listed sponsors and the 2026 referral to Labor & Industry pertain to the AI-focused description, but no substantive AI-related provisions are visible in the supplied text.
  • To produce a precise and accurate summary, the actual AI-related bill text (HB 2669, Session 2025-2026) is needed. If you can provide the full draft or final enacted language for the AI/disclosure bill, I will generate a detailed, section-by-section summary with exact provisions, timelines, penalties, and enforcement mechanisms.

Compiled from official sources — confirm details with the bill’s official record.

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