HB1351: HB1351 State government; require state agencies to provide a notice to employees when using artificial intelligence in personnel matters

State agencies and other government bodies in Georgia increasingly use software tools, including artificial intelligence, to help screen job applicants or evaluate employee performance. Currently there is no state law requiring agencies to tell people when these tools are involved. This bill would add a new section to Georgia's laws on state government (O.C.G.A. Title 50, Chapter 1) requiring disclosure. If a state or local government agency uses artificial intelligence, or hires a company that does, to help evaluate job applications, it would have to say so in the job listing. If artificial intelligence is used to evaluate an employee's performance and that leads to firing the employee, the agency would have to document how the decision was made, including any human review, and explain how the tool was adopted, what data it used, and what metrics it relied on. The bill defines artificial intelligence broadly to include automated scoring systems, predictive analytics, machine learning tools, and outside human resources platforms.

• Adds a new Code section, O.C.G.A. § 50-1-15, requiring government agencies to disclose use of artificial intelligence in personnel decisions.
• Requires job listings to include a disclaimer if artificial intelligence may be used to evaluate applications for that position.
• Requires agencies that use artificial intelligence to evaluate an employee's performance, resulting in termination, to document all decision steps and any human review involved.
• Requires any required disclaimer to explain how the artificial intelligence tool was adopted and deployed, and what data or metrics it used.
• Defines 'artificial intelligence' broadly to cover automated scoring systems, predictive analytics, machine learning tools, and vendor-provided human resources platforms, and defines 'governmental agency' to include state boards, commissions, departments, authorities, and political subdivisions.

State agencies, boards, commissions, departments, authorities, and local political subdivisions of Georgia government are directly affected, along with their job applicants and current employees whose hiring or performance evaluations may involve artificial intelligence tools or third-party HR platforms.

Job applicants to Georgia government positions would learn upfront if artificial intelligence might screen their application, and employees facing termination tied to an AI performance evaluation would be entitled to documentation of how that decision was reached, including whether a human reviewed it.

• Section 1 adds O.C.G.A. § 50-1-15, defining 'artificial intelligence' and 'governmental agency' for purposes of the new disclosure requirements.
• Subsection (b) requires a disclaimer in job listings when artificial intelligence may be used to evaluate applications for state government hiring.
• Subsection (c) requires agencies to document all decision pathways, including human review, when artificial intelligence use in a performance evaluation leads to an employee's termination.
• Subsection (d) requires any disclaimer to also describe how the artificial intelligence tool was adopted and deployed and what data, sources, or metrics it used.
• Section 2 repeals any conflicting laws.

1. 2026-02-19House Second Readers (House)
2. 2026-02-18House First Readers (House)
3. 2026-02-17House Hopper (House)

• Park Cannon (D, HD-058)Primary sponsor
• Scott Holcomb (D, HD-101)
• Arlene Beckles (D, HD-096)
• Stacey Evans (D, HD-057)
• Akbar Ali (D, HD-106)
• Long Tran (D, HD-080)

• artificial intelligence
• state government employment
• hiring transparency
• public sector jobs
• AI regulation