Relating to a study on employer and state agency use of automated employment decision tools in assessing an applicant's suitability for a position.

HB 5118 requires employers (including state agencies) to conduct bias audits of software used to screen job applicants before using it for hiring decisions. Employers must also post audit results online and inform applicants when such software is used, explaining how it assesses their qualifications. The law applies to all employers in Texas and takes effect September 1, 2025. This directly affects job applicants by increasing transparency about automated hiring tools and requiring employers to verify these tools don’t discriminate.