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

Dead/Failed Georgia · 2025–2026 session

Last verified Oct 11, 2026 · official bill text

HB1351 · where it stands

This bill did not become law (dead/failed) · last action Feb 19, 2026.

What do these statuses mean?
Introduced
Filed in the legislature; may be waiting for a committee hearing.
Passed a chamber
Approved by one or both chambers; awaiting further action.
Enacted
Signed into law, or became law without a signature or over a veto.
Effective date
The date the law says it takes effect. Once it has passed, the page shows "Effective" and the date. A court order can still block a law; if we know of one, the summary says so.
Dead / vetoed
Vetoed, failed, or the session ended without action.

In one paragraph

Georgia's HB 1351 would add Code section 50-1-15 requiring a governmental agency that uses AI, or contracts with a third party to use it, in hiring to state in the job description that AI may be used to evaluate applications. If AI is used to evaluate an employee's performance in a way that leads to termination, the agency would have to provide a disclaimer documenting all decision pathways, including human review. The bill reached House Second Readers on February 19, 2026 and died when the session ended.

Plain-English summary, written with AI assistance. The official text controls.

What it means for business

None: the bill did not pass. Had it been enacted, Georgia state agencies and political subdivisions using AI in hiring or termination decisions would have had to issue the disclaimers; vendors would have had no direct duties.

Key provisions

  1. Would define 'artificial intelligence' to include automated scoring systems, predictive analytics, machine learning tools and vendor-provided human resources platforms
  2. Would require a job-description disclaimer when an agency uses AI, directly or through a contractor, in hiring (50-1-15(b))
  3. Would require a disclaimer documenting all decision pathways, including human review, when AI evaluation leads to an employee's termination (subsection (c))
  4. Would require disclaimers to state how the AI was adopted and deployed and the data, sources or metrics used (subsection (d))
  5. Last action: House Second Readers on February 19, 2026; dead

Latest legislative action

Feb 19, 2026. House Second Readers

Sponsors (showing 5 of 18)

NameRole
D Primary
D Primary
D Primary
Primary
D Primary

Topics and industries

Related topics

AI in GovernmentAI in Employment

Affected industries

GovernmentEmployment

This page is general information, not legal advice. Summaries are AI-assisted and may contain errors; read the statute for the controlling text and talk to a lawyer about your situation. Full disclaimer · Report an error

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