MN SF3289: 2025 Regular Session bill
Minnesota SF3289 introduces new requirements for employers using AI in hiring, including bias audits, candidate notice, and compliance with standards similar to NYC Local Law 144 and EEOC guidance.
Aforeworn detected this change in the AI in Hiring & Employment Screening space on July 27, 2026 and published this briefing so affected operators are forewarned rather than caught off guard. It is rated High urgency. Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, background-screening providers operating in Minnesota or using AI hiring tools affecting MN candidates. should confirm how it applies to their specific situation before acting. There is a time constraint attached: Effective date likely upon passage (2025 session); monitor for final enactment and effective date.. Acting after that point can mean penalties, a lapsed licence, or lost eligibility — exactly the kind of surprise Aforeworn exists to prevent. Aforeworn monitors AI in Hiring & Employment Screening continuously and turns every detected change into a plain-English briefing like this one, so you always know first. Forewarned is forearmed.
What changed
New bill mandates bias audits for automated employment decision tools (AEDT), requires candidate notice when AI is used, and prohibits use unless audited for disparate impact. Aligns with Local Law 144 and EEOC guidance.
Who it affects
Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, background-screening providers operating in Minnesota or using AI hiring tools affecting MN candidates.
What you must do
Conduct bias audits for all AI hiring tools used in Minnesota, update candidate notices, and ensure compliance with FCRA, ADA, and disparate impact standards.
Deadline
Effective date likely upon passage (2025 session); monitor for final enactment and effective date.
Source: https://www.revisor.mn.gov/bills/
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