Why You Should Not Rely on AI Case Summaries or Demand Letters

Artificial intelligence tools such as ChatGPT, Gemini, and other generative AI platforms are becoming commonplace. Many potential clients use them to research employment law issues, generate case summaries, or even draft demand letters to their employers. While these tools may appear to save time and money, relying on AI instead of a qualified attorney can jeopardize your claims, weaken your bargaining position, and cost you significant compensation.

At Fidlon Legal, we have seen firsthand how employees who rely on AI-based “advice” are misled by overly simplistic or inaccurate information. Employment law in Georgia is complex, fact-specific, and constantly evolving. AI simply cannot replace the judgment, advocacy, and legal strategy of an experienced employment lawyer.

Employment law cases turn on detailed facts, not generic rules. Whether you have a viable claim for wrongful termination, unpaid overtime, discrimination, retaliation or a hostile work environment depends on your specific job duties, communications, and employer actions.

AI tools cannot:

• Evaluate whether your job classification meets the test for exempt vs. non-exempt under the FLSA
• Determine whether treatment you experienced rises to the legal definition of harassment or retaliation
• Consider Georgia-specific interpretations of federal law

An experienced attorney will compare your facts against real case law, agency regulations, and local court practices - not just summarize general rules.

AI tools generate answers from existing data, not current developments. But employment laws are constantly changing. For example, the U.S. Department of Labor recently increased the salary thresholds for overtime exemptions, but that rule was struck down by the courts. Georgia courts issue rulings every year that shift how federal statutes are applied in local cases.

AI may rely on outdated salary thresholds, misstate filing deadlines, or provide summaries that omit important exceptions. One incorrect assumption could cause you to undervalue your case - or lose it entirely.

One of the most dangerous aspects of AI-generated case summaries or demand letters is that they often sound highly professional and persuasive, even when they are inaccurate.

AI is designed to produce smooth, confident text. As a result:

• It can make any fact pattern appear stronger than it really is
• It may inflate the value of a potential claim, giving employees false expectations
• It lacks the nuance to weigh counterarguments, defenses, or evidentiary weaknesses
• It cannot apply subtle judgment about what facts matter most under Georgia and federal law

This false sense of confidence is risky. An employee may believe he or she has a “slam dunk” claim because the AI summary made it sound compelling, only to have an employer (and its attorney) dismiss it outright. In negotiations or litigation, credibility matters. Overstated or legally weak claims can undermine your bargaining power.

When employees send AI-drafted demand letters, they often contain:

• Incorrect citations to statutes and regulations
• Overly broad or unrealistic demands
• Statements that unintentionally weaken the case
• Language that signals to employers that no attorney is involved

Employers who see these letters may treat the claims as unserious or even retaliate against the employee. By contrast, a lawyer-drafted demand letter is carefully worded to present a strong, credible, and persuasive case while preserving evidence and leverage.

Sensitive workplace details - like harassment complaints, payroll records, or retaliation concerns - should not be shared with AI tools, which cannot guarantee confidentiality. Communications with an employment lawyer, however, are protected by attorney-client privilege.

Employment disputes involve more than just statutes and rules. They require judgment, advocacy, negotiation skills, and a deep understanding of how courts and employers actually handle these disputes. An algorithm cannot:

• Negotiate settlements or implement mediation strategies
• Evaluate the best timing for filing suit
• Anticipate defenses employers may raise
• Advocate in front of a judge or jury

Attorney Greg Fidlon brings a unique advantage - he has represented both employers and employees, giving him a comprehensive understanding of how workplace disputes are handled from both sides. No algorithm can replicate this human insight or practical judgment.

At Fidlon Legal, we:

• Provide accurate, tailored advice under Georgia and federal law
• Draft strategic demand letters designed to maximize settlement value
• Represent clients in mediation, arbitration, and court
• Protect employees from retaliation
• Stay current on all changes in state and federal employment law
• Offer real-world insight based on years representing both employers and employees

Whether you are dealing with unpaid overtime, non-compete disputes, severance negotiations, family and medical leave issues, or whistleblower retaliation, our attorneys provide the careful analysis and strategic advocacy that no AI tool can replicate.

Don’t risk your career or financial security by relying on AI-generated shortcuts. AI tools can make any claim sound persuasive - but only an experienced Atlanta employment lawyer can evaluate your facts, apply Georgia law, and maximize your recovery.

At Fidlon Legal, we help employees throughout Atlanta and Georgia resolve disputes involving overtime pay, misclassification, discrimination, retaliation, sexual harassment, and other workplace issues.

Contact the top Atlanta employment lawyers at Fidlon Legal today for a confidential free case evaluation to protect your workplace rights.