Connecticut Enacts AI Hiring Rules Effective Oct. 1, 2026, Requiring Employer Disclosures by 2027
Updated
Updated · The National Law Review · Jun 23
Connecticut Enacts AI Hiring Rules Effective Oct. 1, 2026, Requiring Employer Disclosures by 2027
3 articles · Updated · The National Law Review · Jun 23
Summary
Connecticut’s new law bars employers from leaning on automated decision tools in hiring, promotion, discipline or firing without meeting new disclosure and compliance rules starting Oct. 1, 2026.
Beginning Oct. 1, 2027, employers must tell applicants or workers when they are interacting with an AEDT and disclose the tool’s purpose, trade name, data categories, data sources and employer contact details.
The measure also amends the state’s fair employment law so using an AEDT is not a defense against discrimination claims, though regulators or courts may weigh anti-bias testing and other preventive efforts.
Enforcement runs through the attorney general under Connecticut’s unfair trade practices law, with a 60-day cure period for fixable violations through Dec. 31, 2027, and no private right of action.
The statute follows similar AI-employment rules emerging nationwide, pushing employers and tool developers to review contracts, audits and decision processes before the deadlines take effect.
Connecticut's new law targets AI hiring bias. Could it unintentionally push companies back toward less accurate, more biased human recruiters?
If you are a job applicant in Connecticut, what real power do you have against a biased algorithm if you cannot sue?
Navigating Connecticut’s Landmark AI Law: What Employers Must Do Before October 2026
Overview
Connecticut has enacted Senate Bill 5 (SB 5), a landmark law signed in May 2026, making it one of the most ambitious state AI regulations in the country. The law targets employers’ use of AI in hiring and firing, aiming to ensure transparency, reduce bias, and create clear accountability in employment decisions. SB 5 stands out by requiring proactive anti-bias testing and by excluding such testing from the definition of algorithmic discrimination, encouraging fairness efforts. This comprehensive approach reflects growing national scrutiny of AI in the workplace and sets a new standard for responsible AI deployment in employment.