The bill introduces a new chapter to Title 42 of the General Laws, focusing on "Automated Decision Tools." It defines key terms related to automated decision-making and its potential impact on various aspects of life, such as employment and healthcare. The bill requires deployers of automated decision tools to conduct annual impact assessments from January 1, 2025, detailing the tool's purpose, data processed, potential adverse impacts, and safeguards against algorithmic discrimination. Developers must also document similar assessments. The bill exempts small deployers with fewer than 25 employees unless their tool affects over 999 people annually. Deployers must notify individuals when automated tools are used in significant decisions about them and provide alternatives if requested. Developers and deployers are required to establish governance programs, designate responsible employees, conduct annual reviews, maintain impact assessment results for two years, and publicly summarize their use of automated decision tools and management of discrimination risks.

The bill also sets forth legal consequences for algorithmic discrimination, effective January 1, 2026. Individuals can sue deployers for actual harm caused by violations, with the burden of proof on the plaintiff. Successful plaintiffs may receive compensatory damages, declaratory relief, and attorneys' fees. Public entities can sue for injunctive relief, declaratory relief, and litigation costs, with a 45-day notice period for deployers or developers to cure violations. Deployers must provide a statement of the tool's purpose to individuals affected by consequential decisions and, if feasible, offer an opt-out and alternative process. The bill prohibits the use of automated decision tools that result in algorithmic discrimination and will take effect upon passage.