Connecticut employers that rely on AI-driven tools for recruiting, screening, or workforce management now face a detailed statutory framework governing those practices. Public Act No. 26-15 (the “Act”) was signed into law on June 2, 2026. The Act addresses subjects ranging from automated hiring technology to whistleblower channels for employees at AI developers. The compliance timeline is staggered: some provisions took effect immediately, while the most operationally intensive obligations take effect in October 2027. Connecticut is the latest state to take steps towards regulating use of AI in the employment sphere, following Colorado, Illinois, New York City, California and others.
This post provides an overview of the Act and flags important compliance deadlines for employers.
Key Terms: Automated Employment-Related Decision Technology (AEDTs), Deployers and Developers
The Act applies to “automated employment-related decision technology” (“AEDT”), defined as “any technology that processes personal data and uses computation to generate any output, including, but not limited to, any prediction, recommendation, classification, ranking, score or other information, that is a substantial factor used to make or materially influence an employment-related decision.” An “employment-related decision” is defined as “any decision, made based on any individual’s personal data, to hire, promote, discipline or discharge such individual, to renew such individual’s employment, to select...
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