Georgia: Artificial Intelligence Anti-Discrimination and Consumer Protection Act (SB 167)

GeorgiaLegislationNot in force

Georgia Senate Bill 167 establishes comprehensive regulations for private entities and developers deploying artificial intelligence and automated decision systems (ADS) that impact consequential decisions, including employment opportunities. The bill prohibits algorithmic discrimination, mandates risk management programs based on recognized frameworks like NIST or ISO, and requires deployers to complete annual impact assessments and publish them on public websites. Additionally, deployers must provide pre-deployment transparency notices and post-decision explanations detailing the principal factors and variables leading to consequential decisions.

Impact

What this means for HR and vendors

HR and recruitment teams

HR and talent acquisition teams operating in Georgia must review automated screening, recruitment, and evaluation tools to ensure compliance with anti-discrimination and impact assessment mandates. Organizations deploying qualifying AI systems must implement comprehensive risk management programs, conduct and annually update impact assessments, and provide candidates and employees with detailed pre-use notices and post-decision explanations. HR teams should also establish clear channels for handling data correction requests and consumer appeals.

HR technology vendors

HR technology vendors supplying AI and automated decision systems to Georgia deployers face direct compliance obligations. Developers are prohibited from making available systems that result in algorithmic discrimination and must furnish deployers with comprehensive documentation, risk disclosures, model cards, and impact assessment artifacts. Providers must also maintain public use-case inventory statements and notify the Attorney General and deployers of known or foreseeable risks of algorithmic discrimination without unreasonable delay.

Key obligations

What organizations need to do

Practical obligation briefings focused on what the requirement is, who it applies to, when it applies and what teams should consider doing.

DeployerAnti-Discrimination

Developer Documentation and Risk Disclosure

OBLIGATION

APPLIES TO

STATUS

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Not legal advice

This page is regulatory intelligence only. Organizations should seek guidance from legal counsel before making compliance decisions.

Employment-focused extraction

This may be part of wider regulation. The Warden Watch extracts and displays the parts relevant to employment, HR and recruitment decision-making.

HR and recruitment teams

HR technology vendors

Prohibition of Algorithmic Discrimination in Employment

Risk Management Policy and Program

Impact Assessments and Annual Reviews

Public Reporting of Impact Assessments and Risk Statements

Pre-Deployment Transparency Notice

Post-Decision Explanation and Appeal Rights

Developer Documentation and Risk Disclosure

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