Connecticut just enacted one of the most comprehensive artificial intelligence laws in the country, and employers need to start preparing now. The Connecticut General Assembly recently passed Senate Bill 5, now formally known as the Connecticut Artificial Intelligence Responsibility and Transparency Act, and Governor Ned Lamont has confirmed he will sign it. While the law covers a broad range of AI-related topics, several provisions cut directly to the heart of how employers hire, manage, and make decisions about their workforce. Some key obligations will kick in on October 1, while additional measures take effect in October 2027. Here’s what you need to know and four important items you should add to your to-do list.
The Big Picture: A Law Built Around Employment
Connecticut’s SB 5 is not a broad AI governance statute but rather a set of separate AI-related provisions linked together in a single 67-page law. For employers, the most significant portions regulate what the law calls “automated employment-related decision technology,” a term defined broadly enough to capture much of what HR professionals use today.
This definition could apply to many commonly used AI tools, including third-party hiring platforms, resume screening software, assessment tools, scheduling algorithms, and performance analytics systems. Routine software like word processors, spreadsheets, and email are excluded.
The law uses staggered effective dates, so compliance obligations will roll in over...
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