UPDATE — OCTOBER 2025: Washington State’s House Bill 1622, which sought to grant public employees the right to collectively bargain over the use of artificial intelligence in the workplace, failed to advance beyond the Senate Ways & Means Committee before the April 8 fiscal deadline, effectively ending its progress for the 2025 legislative session. The bill faced strong opposition from city governments and public employers who argued it would undermine management rights and increase operational costs. Despite its failure this year, labor unions have pledged to reintroduce similar legislation in 2026, framing AI oversight and worker protections as central issues for the next session.
The broader Washington State AI Task Force remains active, continuing its work toward developing policy recommendations by July 1, 2026. The task force has already proposed targeted updates to state law—such as measures addressing AI-generated child abuse materials—and is expected to focus future recommendations on transparency, worker protections, and responsible AI use across the public sector.
Washington’s ongoing discussions mirror a growing national trend of state-level action on AI governance, with multiple legislatures forming task forces or commissions to evaluate ethical, labor, and privacy implications. In Washington, the combination of union advocacy and the task force’s work signals that collective bargaining and AI transparency will likely resurface as legislative priorities in 2026.
ORIGINAL NEWS STORY:
Washington State Bill Would Require AI Bargaining Rights for Public Employees
A new bill introduced in the Washington State Legislature aims to give public employees the right to bargain over the use of artificial intelligence (AI) in the workplace. House Bill 1622, currently under review by the House Labor & Workplace Standards Committee, would require state and local government employers to negotiate with unions when AI systems affect workers’ wages, hours, or working conditions.
Under existing state law, certain technology decisions, including the use of AI, fall under management prerogatives and are not subject to collective bargaining. HB 1622 seeks to change that by classifying AI-related workplace changes as mandatory bargaining subjects, ensuring that public sector employees have a say in how automated systems impact their jobs.
The bill defines AI as machine learning and related technologies used to train statistical models that enable computers to perform tasks typically associated with human intelligence, such as language processing, decision-making, and content generation. AI is increasingly being deployed in government workplaces for tasks like hiring, scheduling, and performance evaluation, raising concerns about bias, job displacement, and transparency in decision-making.
If passed, HB 1622 would amend existing labor laws to:
- Require state and local government employers to bargain with unions over the adoption or modification of AI technologies that impact employment conditions.
- Exempt AI-related decisions from the current prohibition on bargaining over technology in state employment contracts.
- Ensure that any AI-related workplace changes cannot be implemented without union negotiations, giving employees a voice in automation decisions.
The bill does not prevent agencies from using AI, but it does require transparency and collaboration with labor unions before implementing AI systems that could alter job functions or working conditions.
If approved, the bill will take effect 90 days after the legislative session adjourns.
Need Help?
If you’re concerned or have questions about how to navigate Washington’s AI, or the global AI regulatory landscape, don’t hesitate to reach out to BABL AI. Their Audit Experts can offer valuable insight and ensure you’re informed and compliant.
