The following article was first published on Shipman & Goodwin attorney Dan Schwartz’ Connecticut Employment Law Blog. It is reposted here with permission.
On May 1, the General Assembly gave final approval SB 5, now rebranded as the Connecticut Artificial Intelligence Responsibility and Transparency Act.
It is a wide-ranging “online safety” and artificial intelligence bill with several provisions that directly affect hiring and employers.
Gov. Ned Lamont has confirmed he plans to sign it. The bill includes staggered effective dates beginning Oct. 1, 2026.
In this post, we’ll cover the provisions that impact the workplace. In brief, SB 5 sets disclosure and notice requirements for employers that deploy automated tools in recruiting or personnel decisions, clarifies that using such tools is not a defense to discrimination claims, creates whistleblower-style protections and internal reporting obligations for certain high-end AI developers, and adds an AI-related disclosure to WARN notices filed with the Connecticut Department of Labor.
Employers should begin mapping their talent systems, templates, and vendor contracts now so they can build toward compliance ahead of the 2026–2027 implementation timeline.
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