Maryland HB 1339 (2026): Automated Decision Systems — Employer Disclosure and Impact Assessment Requirements
Maryland · Md. HB 1339 (2026 Reg. Sess.)
Maryland employers that use automated decision systems in hiring, promotion, or termination decisions must disclose to applicants and employees that an automated system is being used. Employers must also conduct and retain impact assessments evaluating whether their ADS produces disparate outcomes by race, sex, or other protected characteristics. Penalties run up to $10,000 per violation. Takes effect October 1, 2026.
Technical detail
HB 1339 (2026 Reg. Sess., signed Apr. 28, 2026, eff. Oct. 1, 2026) amends Maryland employment law to require: (1) pre-decision written notice to applicants and employees when an automated decision system (ADS) is used for any covered employment action (hiring, promotion, demotion, suspension, discharge, or compensation setting); (2) annual disparate-impact assessments for each ADS covering race, sex, national origin, age, disability, and other enumerated classes; (3) retention of ADS records and assessment reports for three years; (4) posting of a plain-language ADS disclosure policy on employer websites. Enforced by the Maryland Commissioner of Labor and Industry; civil penalties up to $10,000 per violation per day.
Who is protected: Maryland employees and job applicants subject to automated employment decisions
Who must comply: Employers operating in Maryland that use automated decision systems for covered employment actions
Key facts
| Jurisdiction | Maryland |
|---|---|
| Level | State |
| Status | Enacted (not yet in effect) |
| Protection strength | Moderate protection |
| Effective date | 2026-10-01 |
| Enacted | 2026-04-28 |
| Citation | Md. HB 1339 (2026 Reg. Sess.) |
| Enforced by | Maryland Commissioner of Labor and Industry |
| Penalties | Civil penalties up to $10,000 per violation per day |
| Topics | AI hiring and employment · automated decision-making · AI disclosure and transparency |
| Last verified | 2026-07-07 |
| Official source | Maryland General Assembly: HB 1339 (2026 Regular Session) — Automated Decision Systems ↗ |
More AI rules in Maryland
- Maryland Online Data Privacy Act · In effect
- MD NCII Deepfake Law · In effect
- Maryland CSAM Law (computer-generated images) · In effect
- Maryland AI Governance Act (2024) · In effect
- Maryland HB 820 (AI in insurance utilization review) · In effect
- Maryland HB 1563 (AI-denial reporting) · In effect
Related AI hiring and employment rules elsewhere
- FCRA (AI in credit & background checks) · In effect
- Title VII / ADA (AI hiring) · In effect
- Mobley v. Workday (AI Hiring Bias) · Blocked / in litigation
- EEOC AI Title VII Guidance · In effect
- DOL WHD FAB 2024-1 · In effect
- OPM AI Workforce Guidance · In effect
See something wrong or out of date? Submit a correction — every entry must carry a verifiable official source.