Laws & Statutes › NY › NY-S-08706
S-08706
NY · State · USA
NY
USA
● Pending
Proposed Effective Date
2026-01-07
New York Senate Bill 8706-A — An act to amend the labor law, in relation to requiring covered businesses to submit annual reports on the impact of artificial intelligence on hiring and the nature of artificial intelligence use
Requires large employers (100+ employees) and publicly traded entities doing business in New York to submit annual reports to the Department of Labor by March 1 each year on the impact of AI on their hiring and workforce and the nature of their AI usage for the prior calendar year. Reports must include employment displacement and hiring data attributable to AI, descriptions of AI use objectives, human oversight information, sensitive data handling, and risk reduction measures. The Department of Labor must compile and publish an annual aggregate report within 120 days of the reporting deadline. Failure to report subjects a covered business to civil penalties of up to $500 per day, with a 90-day cure period.
Passage Likelihood
Low
Chamber No passage
Committee No action
Majority party Yes
Bipartisan No
Prior session None
Legislative History
2026-01-07 committee referral REFERRED TO LABOR
2026-01-15 other AMEND (T) AND RECOMMIT TO LABOR
2026-01-15 other PRINT NUMBER 8706A
2026-04-22 AMEND AND RECOMMIT TO LABOR AMEND AND RECOMMIT TO LABOR
2026-04-22 PRINT NUMBER 8706B PRINT NUMBER 8706B
2026-04-28 REPORTED AND COMMITTED TO FINANCE REPORTED AND COMMITTED TO FINANCE
Mapped Requirements
R-02 Regulatory Disclosure & Submissions
Official Sources
Full Text ↗
Entry Last Reviewed
2026-04-29
AI generated
Summary

Requires large employers (100+ employees) and publicly traded entities doing business in New York to submit annual reports to the Department of Labor by March 1 each year on the impact of AI on their hiring and workforce and the nature of their AI usage for the prior calendar year. Reports must include employment displacement and hiring data attributable to AI, descriptions of AI use objectives, human oversight information, sensitive data handling, and risk reduction measures. The Department of Labor must compile and publish an annual aggregate report within 120 days of the reporting deadline. Failure to report subjects a covered business to civil penalties of up to $500 per day, with a 90-day cure period.

Enforcement & Penalties
Enforcement Authority
Commissioner of Labor enforces reporting obligations. Enforcement is agency-initiated. Upon notice of a violation, the covered business has a 90-day cure period; if the commissioner is satisfied the violation has been cured within that period, the commissioner shall waive or reduce applicable penalties.
Penalties
Civil penalty of not more than $500 per day for each day a covered business remains in violation of the reporting requirements. If the violation is cured within 90 days to the commissioner's satisfaction, penalties shall be waived or reduced.
Who Is Covered
"covered business" shall mean a business entity doing business in the state and: (a) employs more than one hundred people; or (b) is a publicly traded entity.
Compliance Obligations 4 obligations · click obligation ID to open requirement page
R-02 Regulatory Disclosure & Submissions · R-02.1 · Deployer · Employment
Labor Law § 201-j(2)(a)
Plain Language
Covered businesses must submit an annual report to the Department of Labor by March 1 covering the prior calendar year. The report has two required components: (1) employment data estimating the number of employees displaced, hired, or whose hours changed due to AI, plus unfilled positions attributable to AI; and (2) information on the nature of AI usage, including objectives, human oversight, frequency of use, handling of sensitive personal data, and risk reduction measures. The enumerated items are non-exhaustive ('including but not limited to'), so the Department may expect additional relevant information. Because the report covers the preceding calendar year, covered businesses should begin tracking these metrics immediately upon the law's effective date.
Statutory Text
2. Reporting requirement. On or before March first of every year, a covered business shall report to the department regarding the impact of artificial intelligence on its hiring and the nature of its artificial intelligence use in the calendar year ending the preceding December thirty-first. Such report shall include: (a) Employment data, including but not limited to: (i) An estimate of the number of employees displaced, or whose hours have been reduced, due in full or in part to use of artificial intelligence; (ii) An estimate of the number of employees hired, or whose hours have been increased, due in full or in part to use of artificial intelligence; and (iii) An estimate of the number of positions previously filled that the covered business has decided not to fill due in full or in part to use of artificial intelligence; and (b) Information on the nature of artificial intelligence usage, including but not limited to: (i) Descriptions of the objectives of the use of artificial intelligence; (ii) Information regarding any human oversight of artificial intelligence; (iii) Information on the frequency and length of use of artificial intelligence; (iv) Information on any use of artificial intelligence in relation to sensitive personal data, including storage and access protections related to use of artificial intelligence in relation to such personal data; and (v) Measures in place for oversight, risk reduction, or other protections related to use of artificial intelligence.
Other · Employment
Labor Law § 201-j(3)
Plain Language
The Department of Labor must create standardized forms and processes for covered businesses to use when submitting their annual AI impact reports, and may develop additional reporting requirements related to AI's hiring and business impacts. This provision directs the agency rather than regulated entities and creates no new compliance obligation on covered businesses.
Statutory Text
3. Responsibilities of the department. The department shall develop standard reporting forms and processes for covered businesses to submit the reports required pursuant to subdivision two of this section. The department may develop additional reporting requirements related to the hiring and business impacts of utilization of artificial intelligence by covered businesses.
Other · Employment
Labor Law § 201-j(4)(a)-(c)
Plain Language
The Department of Labor must compile covered businesses' annual reports into an aggregate statewide report on AI's impact on hiring and AI usage, broken down by employment sector, geography, and business size. The aggregate report must be submitted to the governor and legislative leaders within 120 days of the March 1 reporting deadline (i.e., by approximately June 29) and simultaneously published on the Department's website. This is a government obligation that creates no new compliance requirement for covered businesses.
Statutory Text
4. Annual report. (a) The department shall review the reports submitted by covered businesses pursuant to subdivision two of this section and shall prepare an annual report on the impact of artificial intelligence on hiring and the nature of artificial intelligence usage in the state based on the department's review of such reports submitted pursuant to subdivision two of this section. (b) The department shall submit the report required pursuant to paragraph (a) of this subdivision to the governor, the temporary president of the senate, the minority leader of the senate, the speaker of the assembly, and the minority leader of the assembly within one hundred twenty days of the covered business reporting deadline established pursuant to subdivision two of this section. Such report shall be made publicly available on the department's website at the same time as such report is submitted to the governor and legislature. (c) The report required pursuant to paragraph (a) of this subdivision shall include, but not be limited to, presentation of aggregate data regarding employment impacts, objectives, and implementation of artificial intelligence by covered businesses, including analysis of such impacts by employment sector, geographic location, and business size.
Other · Employment
Labor Law § 201-j(5)(a)-(b)
Plain Language
Covered businesses that fail to submit the required annual report face civil penalties of up to $500 per day for each day they remain non-compliant. However, upon notice of a violation, the business has a 90-day cure period; if the commissioner is satisfied that the violation has been resolved within that window, penalties must be waived or reduced. This enforcement provision creates no independent compliance obligation — it describes consequences for failing to meet the reporting obligation in subdivision 2.
Statutory Text
5. Enforcement. (a) A covered business who fails to report pursuant to the requirements of this section shall be subject to a civil penalty of not more than five hundred dollars for each day such covered business remains in violation of such reporting requirements. (b) Upon notice of a violation of this section, a covered business shall have ninety days to resolve such violation to the satisfaction of the commissioner. If the commissioner is satisfied that the violation has been cured within the ninety-day period, the commissioner shall waive or reduce the applicable penalties under this subdivision.