Connecticut Enacts Workplace AI Law, Requiring Notice and WARN Disclosure From October 2026
Updated
Updated · The National Law Review · Jun 8
Connecticut Enacts Workplace AI Law, Requiring Notice and WARN Disclosure From October 2026
2 articles · Updated · The National Law Review · Jun 8
Summary
Connecticut’s new workplace AI law requires employers to tell applicants and employees when automated decision tools materially influence hiring, promotion, discipline, termination, training or other key job decisions.
October 1, 2027 is the main notice deadline: employers must disclose in plain language that AI is being used, its purpose, the tool’s trade name, the personal data analyzed and employer contact information.
October 1, 2026 brings a separate layoff rule: employers filing federal WARN notices for mass layoffs or plant closings must tell the state whether AI or another technological change contributed to the cuts.
The law bars employers from using AI as a defense in discrimination cases, though courts may weigh anti-bias testing; enforcement rests solely with the state attorney general, with a cure period running through December 31, 2027.
Governor Ned Lamont signed the measure on May 27, pushing Connecticut employers to audit AI systems, review disclosures and build governance policies before the phased-in deadlines.
Without the right to sue, can Connecticut's new AI law truly protect workers from biased algorithms in employment decisions?
New law requires explaining AI decisions, but can companies truly explain the logic of their own 'black box' hiring algorithms?
As states pass AI laws, will a new federal framework create harmony or a chaotic legal battleground for businesses?
Navigating Connecticut’s Omnibus AI Law (SB 5): Disclosure, Enforcement, and Workforce Implications
Overview
Connecticut has taken a leading role in AI regulation by enacting the Artificial Intelligence Responsibility and Transparency Act (SB 5), which sets a new standard for transparency and accountability in how AI is used, especially in employment. The law introduces strict requirements for employers, focusing on technologies that process personal data and influence job decisions. By broadly defining and regulating automated employment-related decision technology (AEDT), while also excluding common non-AI tools, SB 5 ensures that a wide range of HR AI applications are covered. This pioneering framework marks a significant step toward ethical AI use in the workplace.