The New York Assembly introduced Bill A4550 for the 2025-2026 session, requiring the Department of Labor to study the long-term impact of AI on the state workforce [1]. This bill also proposes to prohibit any state entity from utilizing AI in ways that result in worker displacement, including reductions in hours, wages, or benefits, or impair existing collective bargaining agreements [2]. The bill is currently in committee.

Who does A4550 affect?

This bill primarily affects New York state entities acting as AI deployers, particularly those utilizing AI in workforce management, human resources, or operational efficiency processes. Considerations include AI systems that might automate tasks previously performed by human workers, or those that could influence employment terms and conditions. The scope extends to any state agency or department considering AI adoption that could impact staffing levels, work hours, or existing labor agreements.

What is the current status of A4550?

As of the last published update, A4550 is at the "committee" stage, with bill status "In Assembly Committee".

Where can I find the primary source for A4550?

The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A4550. AIGI publishes the full citation chain plus every approved brief on this bill.

NY, US · AI law tracker

A4550 — NY, US

A4550 is an AI governance legislation from NY, currently committee. Bill A4550 proposes to prohibit New York state entities from using AI to displace workers or impair collective bargaining agreements [2]. AIGI tracks 1 primary-source update on this bill; the most recent was published on 2025-02-04.

Status & timeline

Regulatory stage: committee
Bill status: In Assembly Committee
Authority / governing body: New York State Senate
Chamber: Assembly
Document type: legislation

Next deadline: No fixed deadline — bill is currently in committee.

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Full obligation matrix

Actor	Obligation	Deadline	Source
agency	The department of labor is required to study the long-term impact of artificial intelligence on the state workforce.	—	—
agency	The department of labor's study must include, but is not limited to, job performance, productivity, training, education requirements, privacy and security.	—	—
agency	Any state entity is prohibited from using artificial intelligence in any way that would result in the displacement of any currently employed worker or loss of position.	—	—
agency	Any state entity is prohibited from using artificial intelligence in any way that would result in partial displacement such as a reduction in the hours of non-overtime work, wages or employment benefits.	—	—
agency	Any state entity is prohibited from using artificial intelligence in any way that results in the impairment of existing collective bargaining agreements.	—	—

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Enforcement risk score

/ 100

Announced regulation; enforcement footprint still forming.

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Role-based compliance checklist

compliance_officer Monitor the progress of NY A4550 through the legislative process.
hr_director Begin assessing current and planned AI systems within state entities for potential impact on worker displacement and collective bargaining agreements.
general_counsel Review the legal implications of the proposed prohibitions on AI use by state entities if the bill becomes law.
chief_ai_officer Liaise with the Department of Labor if asked to contribute to the required study on AI's long-term workforce impact.

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Vendor impact assessment

Vendor risk class: high
Procurement categories: hr_tech, productivity_assistants

State entities procuring AI solutions, particularly in HR or operational efficiency, must scrutinize vendors for compliance with the proposed prohibitions against worker displacement and impacts on collective bargaining agreements. Vendors should be prepared to demonstrate that their AI systems can be deployed without violating these restrictions.

Sample vendor questions

How does your AI system impact existing workforce roles and staffing levels?
Can your AI system be configured to avoid direct worker displacement or reduction of hours/wages?
What mechanisms are in place to ensure your AI system does not impair collective bargaining agreements when deployed in a public sector context?
Do you provide impact assessment tools or documentation related to employment implications of your AI?
What data does your system use, and how does it ensure fairness and non-discrimination in employment outcomes?

Intelligence briefs (1)

legislation In Assembly Committee 2/4/2025

NY Bill A4550: State Entities Prohibited from AI-Driven Worker Displacement

Bill A4550 proposes to prohibit New York state entities from using AI to displace workers or impair collective bargaining agreements [2].

This development introduces specific deployer obligations and prohibitions for AI use by New York state entities, impacting workforce management.

Deadline: No fixed deadline — bill is currently in committee.

Primary source →

Frequently asked questions

What is A4550?: The New York Assembly introduced Bill A4550 for the 2025-2026 session, requiring the Department of Labor to study the long-term impact of AI on the state workforce [1]. This bill also proposes to prohibit any state entity from utilizing AI in ways that result in worker displacement, including reductions in hours, wages, or benefits, or impair existing collective bargaining agreements [2]. The bill is currently in committee. Primary source →
Why does A4550 matter?: This development introduces specific deployer obligations and prohibitions for AI use by New York state entities, impacting workforce management. Primary source →
Who does A4550 affect?: This bill primarily affects New York state entities acting as AI deployers, particularly those utilizing AI in workforce management, human resources, or operational efficiency processes. Considerations include AI systems that might automate tasks previously performed by human workers, or those that could influence employment terms and conditions. The scope extends to any state agency or department considering AI adoption that could impact staffing levels, work hours, or existing labor agreements. Primary source →
What are the key dates for A4550?: No fixed deadline — bill is currently in committee. Primary source →
What is the current status of A4550?: As of the last published update, A4550 is at the "committee" stage, with bill status "In Assembly Committee". Primary source →
Where can I find the primary source for A4550?: The primary source for the most recent update is at https://legislation.nysenate.gov/bills/2025/A4550. AIGI publishes the full citation chain plus every approved brief on this bill. Primary source →

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Important — about this brief

This brief is published by AIGI as a regulatory intelligence service. It contains general information about AI laws, regulations, enforcement actions, and policy signals across jurisdictions. It is not legal, compliance, audit, or risk-management advice; it does not establish an attorney-client, advisory, or fiduciary relationship; and it should not be relied upon as a substitute for professional counsel applied to specific facts and circumstances. Where the brief identifies “Issues for Review,” those are observations of questions a reader in a particular role might raise with their own legal, compliance, or risk function — not recommendations to act. AIGI expressly disclaims liability for actions taken or not taken in reliance on this brief. Subscribers in regulated industries should consult licensed professionals authorized to practice in their jurisdiction.

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Status & timeline

Intelligence briefs (1)

NY Bill A4550: State Entities Prohibited from AI-Driven Worker Displacement

Frequently asked questions

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