HB 1351: State government; require state agencies to provide a notice to employees when using artificial intelligence in personnel matters

Georgia government agencies increasingly use software tools, including automated scoring systems and machine learning platforms, to help screen job applicants or evaluate employee performance. Currently, state law does not require these agencies to tell people when such tools are involved. This bill would add a new section to Georgia law (O.C.G.A. § 50-1-15) requiring any governmental agency, defined broadly to include state boards, departments, authorities, and political subdivisions, to disclose the use of artificial intelligence. If an agency uses AI or hires a vendor that uses AI during hiring, the job listing must include a disclaimer that AI may be used to evaluate applications. If AI is used to evaluate an employee's performance and that leads to termination, the agency must produce a disclaimer documenting the decision pathways that led to termination, including proof of human review. All disclaimers must also explain how the AI tool was adopted and deployed and what data or metrics it used. The bill does not include a stated effective date beyond the standard process.

• Creates a new Georgia law (O.C.G.A. § 50-1-15) defining 'artificial intelligence' and 'governmental agency' for purposes of personnel decisions.
• Requires agencies using AI or AI vendors during hiring to include a disclaimer in job listings that AI may evaluate applications.
• Requires agencies to document all decision pathways, including human review, when AI-driven performance evaluation leads to an employee's termination.
• Requires every disclaimer to explain how the AI tool was adopted and deployed and what data, sources, or metrics it used.
• Repeals any existing state laws that conflict with these new disclosure requirements.

State and local government agencies, boards, commissions, and authorities that use artificial intelligence tools or hire vendors offering AI-based human resources platforms; job applicants to government positions; and current government employees whose performance is evaluated using automated or predictive software.

Government job applicants and employees would gain visibility into when a machine, rather than only a person, is involved in decisions about hiring or firing them. Agencies that already use AI screening or performance tools would need to add disclosures and keep records explaining how those tools reached their conclusions.

• Section 1 adds new Code section 50-1-15, defining artificial intelligence broadly to include automated scoring systems, predictive analytics, machine learning tools, and vendor-provided HR platforms.
• Subsection (b) requires a disclaimer in job listings when AI is used, or a vendor's AI is used, during the hiring process.
• Subsection (c) requires agencies to document decision pathways and human review whenever AI-based performance evaluation results in an employee's termination.
• Subsection (d) requires all disclaimers to also describe how the AI was adopted and deployed and list the data, sources, or metrics used.
• Section 2 repeals any conflicting state laws.

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

• Park Cannon (D, HD-058)Patrocinador principal
• 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 practices
• government transparency