Florida AI Legislation (Deepfake and AI Disclosure Laws) for HR & Hiring
How Florida AI Legislation (Deepfake and AI Disclosure Laws) applies to hr & hiring organizations and the obligations to plan for.
Why this law matters for hr & hiring
Employers and HR-tech vendors using AI for screening resumes, scoring candidates, conducting video interviews, or making employment-related consequential decisions.
This law applies to hr hiring organizations to the extent their AI use falls within the law's scope (see the obligations below). Organizations operating in Florida should treat this law as part of the baseline regulatory obligations alongside any sector-specific federal rules.
Key obligations
- disclosure→ deployerFla. Stat. ch. 2024-126 (HB 919)
Include a clear and conspicuous disclaimer on any political advertisement that uses generative AI to depict a real person performing an action that did not occur, where the advertisement is intended to injure a candidate or deceive a voter. Omission is a first-degree misdemeanor.
Deadline: at_publication
- data handling→ bothFla. Stat. § 836.13 (HB 757 / Brooke's Law)
Do not willfully create, possess with intent to promote, solicit, or produce an altered sexual depiction of an identifiable person without consent, including AI-generated deepfakes. Covered platforms must remove altered sexual depictions within 48 hours of a valid takedown request. Per-image third-degree felony exposure.
Deadline: 48_hour_takedown
Recommended next steps
- Inventory AI systems used in hr & hiring workflows that may fall within Florida AI Legislation (Deepfake and AI Disclosure Laws)'s scope.
- Map each system against the obligations above and identify the responsible role (developer vs deployer).
- Adopt a structured framework — see NIST AI RMF and ISO/IEC 42001 — to demonstrate due care and produce audit-ready evidence.
- Document obligations satisfied and gaps in a single register, refreshed at the cadence required by the law (typically annual).
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