IA, US · AI law tracker
SSB 3014 — IA, US
SSB 3014 is an AI governance legislation from IA, currently introduced. State agencies in Iowa would be required to inventory AI systems and disclose automated employment decision-making tools, subject to specific restrictions [1]. AIGI tracks 1 primary-source update on this bill; the most recent was published on 2026-01-13.
Status & timeline
- Regulatory stage
- introduced
- Bill status
- introduced
- Authority / governing body
- Iowa Legislature
- Chamber
- senate
- Document type
- legislation
Next deadline: Annual reports are due by January 15. Disclosure of automated employment decision-making tools must occur within ninety days of first use.
Subscriber only
Full obligation matrix
| Actor | Obligation | Deadline | Source |
|---|---|---|---|
| department | Maintain an inventory of artificial intelligence systems used by state agencies. | — | — |
| department | Issue guidance to state agencies identifying data elements to be collected for the AI inventory, including purpose and uses. | — | — |
| department | Post the AI inventory on its internet site as soon as practicable. | as soon as practicable | — |
| department | Submit a report with an updated annual AI inventory to the general assembly by January 15 each year. | January 15, annually | — |
| department | May withhold information from the inventory if disclosure would jeopardize security of state IT assets or as prescribed by state law. | — | — |
| state agency | Submit data elements identified by the department for the AI inventory. | — | — |
| state agency | Publish a list of automated employment decision-making tools on its internet site no later than ninety days after each tool is used. | 90 days after use | — |
| state agency | Submit an annual report on automated employment decision-making tool usage in the previous year to the general assembly by January 15 each year. | January 15, annually | — |
| state agency | Shall not use artificial intelligence systems in a manner that affects existing employee rights, benefits, or privileges under collective bargaining agreements. | — | — |
| state agency | Shall not use artificial intelligence systems in a manner that affects existing representational relationships among employee organizations or collective bargaining relationships. | — | — |
| state agency | Shall not use artificial intelligence systems in a manner that alters employee rights, benefits, or privileges, including terms and conditions of employment, civil service status, and collective bargaining rights. | — | — |
| state agency | Shall not use artificial intelligence systems in a manner that results in the discharge, transfer, or loss of position for employees. | — | — |
| department of administrative services | If using automated employment decision-making tools on behalf of another state agency, comply with disclosure and reporting requirements on the state agency's behalf. | — | — |
Subscriber only
Enforcement risk score
25
/ 100
Announced regulation; enforcement footprint still forming.
Subscriber only
Role-based compliance checklist
- compliance_officer Inventory all AI systems currently in use or planned for use across the state agency, gathering details on purpose, uses, and impact.
- hr_director Identify all automated employment decision-making tools currently in use or planned for use within the agency, ensuring full documentation of their function and application.
- general_counsel Review existing collective bargaining agreements and employment policies to identify any potential conflicts with current or planned AI system usage, particularly regarding employee rights and benefits.
- cto Establish a process for regular submission of AI system data elements to the designated state department for the central inventory.
- compliance_officer Develop and maintain a public list of all automated employment decision-making tools, publishing it on the agency's internet site within 90 days of each tool's implementation. (90 days after use)
- compliance_officer Prepare and submit an annual report on the usage of automated employment decision-making tools to the general assembly by January 15 each year. (January 15, annually)
- general_counsel Ensure that no AI system is used in a manner that diminishes or alters employee rights, benefits, collective bargaining agreements, or results in adverse employment actions like discharge or transfer. (immediate)
Subscriber only
Vendor impact assessment
- Vendor risk class
- high
- Procurement categories
- hr_tech, productivity_assistants, other
Vendors providing AI solutions to Iowa state agencies, especially in HR and general administrative functions, will need to demonstrate their tools' ability to support agency compliance with transparency, reporting, and non-discriminatory usage requirements.
Sample vendor questions
- Does your AI system qualify as an 'artificial intelligence system' or 'automated employment decision-making tool' as defined in Iowa SSB 3014?
- Can your AI system be configured to provide the required data elements for inventory (purpose, uses, impact) to assist our agency with compliance?
- Does your AI system have features or capabilities that could, if misused, affect existing employee rights, benefits, or collective bargaining agreements as per Iowa law?
- What mechanisms are in place within your system to ensure it does not materially automate or replace human decision-making regarding employment in a manner that leads to prohibited outcomes?
- How does your solution support our agency in making required public disclosures and annual reports regarding AI tool usage?
Intelligence briefs (1)
legislation introduced 1/13/2026
Iowa Bill Mandates State Agency AI Inventory and Employment Tool Disclosure
State agencies in Iowa would be required to inventory AI systems and disclose automated employment decision-making tools, subject to specific restrictions [1].
This development signals a growing focus on AI governance within state government operations, particularly for employment and public-facing systems.
Deadline: Annual reports are due by January 15. Disclosure of automated employment decision-making tools must occur within ninety days of first use.
Primary source →Frequently asked questions
- What is SSB 3014?
- Iowa's Senate Study Bill 3014 proposes requirements for state agencies regarding artificial intelligence systems. It mandates the Department of Administrative Services to maintain a public inventory of AI systems used by state agencies [1], with annual updates to the general assembly. Additionally, state agencies deploying “automated employment decision-making tools” must publicly disclose these tools and their usage details [2]. The bill also outlines prohibited uses of AI systems that would impact employee rights or collective bargaining agreements [3]. Primary source →
- Why does SSB 3014 matter?
- This development signals a growing focus on AI governance within state government operations, particularly for employment and public-facing systems. Primary source →
- Who does SSB 3014 affect?
- This bill primarily affects Iowa state agencies across all branches of government, including those using AI systems that “directly impact the public” in contexts such as law enforcement, hiring, financial services, or healthcare [1]. Specifically, agencies utilizing “automated employment decision-making tools” for hiring, promotion, discipline, or termination decisions are in scope. The Department of Administrative Services is tasked with centralizing the inventory and issuing guidance. Primary source →
- What are the key dates for SSB 3014?
- Annual reports are due by January 15. Disclosure of automated employment decision-making tools must occur within ninety days of first use. Primary source →
- What is the current status of SSB 3014?
- As of the last published update, SSB 3014 is at the "introduced" stage, with bill status "introduced". Primary source →
- Where can I find the primary source for SSB 3014?
- The primary source for the most recent update is at https://www.legis.iowa.gov/publications/search/document?fq=id:1595165&q=artificial+intelligence. AIGI publishes the full citation chain plus every approved brief on this bill. Primary source →
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