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AI Summary
The bill mandates a study on the use of AI in hiring by employers and state agencies to assess bias and transparency.
Business Impact
If you use AI in hiring in Texas, you must prepare for potential audits and bias assessments by November 15, 2026.
What do these statuses mean? ▼
Introduced
— Filed in the legislature; not yet heard in committee
In Committee
— Assigned to and being reviewed by a legislative committee
Passed
— Approved by one or both chambers; awaiting further action
Signed / Enacted
— Signed into law by the governor; may or may not be in effect yet
Dead / Vetoed
— Vetoed, failed to pass, or session expired without action
Unknown
— Status data not yet available or awaiting classification
Affected Industries
Topics How we classify →
What This Means
Texas House Bill 5118 proposes a comprehensive study on the use of automated employment decision tools by employers and state agencies. It aims to evaluate current practices, identify biases, and recommend transparency measures.
Key Provisions
- The Texas Workforce Commission will conduct a study on AI in hiring practices.
- The study will evaluate bias detection methods and transparency requirements for AI vendors.
- A report with findings and recommendations is due by November 15, 2026.
- The bill allows for federal funds and donations to support the study.
- The act expires on September 1, 2027.
- The commission may adopt necessary rules to implement the act.
Latest Legislative Action
Placed on General State Calendar
Bill Sponsors (showing 5 of 6)
| Name | Role |
|---|---|
| Bhojani | Primary |
| Goodwin | Primary |
| Harris Davila | Primary |
| Longoria | Primary |
| Lujan | Primary |
Compliance Checklist
Prepare for potential audits and bias assessments related to AI in hiring.
Who: Employers using AI for hiring decisions.
Deadline: By November 15, 2026.
Penalty: Potential regulatory scrutiny or recommendations for legislative action.
Who: Employers using AI for hiring decisions.
Deadline: By November 15, 2026.
Penalty: Potential regulatory scrutiny or recommendations for legislative action.
Review and adjust hiring practices to ensure compliance with upcoming findings.
Who: Employers and state agencies utilizing automated employment decision tools.
Deadline: Ongoing until the report is released.
Penalty: Increased risk of bias claims and regulatory action.
Who: Employers and state agencies utilizing automated employment decision tools.
Deadline: Ongoing until the report is released.
Penalty: Increased risk of bias claims and regulatory action.
Full Legal Analysis
Texas House Bill 5118 requires the Texas Workforce Commission, in collaboration with the Department of Information Resources, to conduct a study on the use of artificial intelligence systems and automated employment decision tools in hiring practices. The study will evaluate current and future uses of these technologies, outline methods for detecting bias, and assess transparency and accountability requirements for AI vendors. The findings and recommendations will be reported by November 15, 2026, and the bill emphasizes the importance of addressing bias in employment decisions. The bill is set to take effect on September 1, 2025, and will expire on September 1, 2027.
Official Source
Official Bill Text
View HB5118 on official legislature website →
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