Law / United States / Connecticut
Automated Employment-Related Decision Technology Act
2026 Conn. Pub. Acts 26-15, Secs. 7 to 13
A citation is an address, not a summary. The first part names the law; what follows narrows it to the exact section, article or paragraph.
In force in 15 days, effective 1 October 2026.
An AI sector rules rule binding private bodies.
As of 6 September 2026.
What it requires
- This law is enacted effective October 1, 2026, but its duties bind only a deployment of the technology on or after October 1, 2027.
- If you develop automated employment-related decision technology, give a deployer the information the deployer needs to meet its own notice duties, unless your technology was not advertised or configured for that use.
- If you deploy the technology to interact with an employee or applicant, ensure they are told they are interacting with it, unless that would be obvious to a reasonable person.
- Before an employment-related decision is made using the technology, give the employee or applicant written notice naming the technology, its purpose, the categories and sources of personal data it analyzes, and your contact information.
- Where you withhold information as a trade secret, send a notice saying so and why.
- Using the technology is not a defense to a discrimination complaint under Conn. Gen. Stat. Sec. 46a-60.
What this law does
Drafted with AI from the cited sources under the direction of UnGovr staff. UnGovr holds editorial responsibility for this page.
Enacted effective October 1, 2026, binding a deployment of automated employment-related decision technology, technology that processes personal data to produce an output that is a substantial factor in a decision to hire, promote, discipline, discharge, or set the terms of someone's employment, on or after October 1, 2027. A developer must give a deployer the information the deployer needs to meet its own duties.
A deployer must ensure an employee or applicant is told when they are interacting with the technology, unless that would be obvious, and before an employment-related decision is made must give written notice naming the technology, its purpose, the categories and sources of personal data it analyzes, and contact information, subject to a trade-secret withholding notice.
A companion amendment to the state's employment discrimination statute, Conn. Gen. Stat. Sec. 46a-60(b)(1), provides that using such technology is not a defense to a discrimination complaint, though anti-bias testing may be considered as evidence. Violations are enforced solely by the Attorney General as an unfair trade practice, with a sixty-day cure period available for violations occurring on or before December 31, 2027, and create no private right of action.
When LexLint raises it
high_risk_decisions
Read the law
official session Public Act text, Connecticut General Assembly