On Friday, May 27, 2026, Governor Ned Lamont signed into law broad legislation addressing the use of AI in Connecticut.
The new AI law has significant implications for employers in the Nutmeg State who use any type of “automated employment-related decision technology” and those contemplating mass layoffs or plant closings.
The AI law defines “automated employment-related decision technology” 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 . . . ” It further defines an “employment-related decision” as any decision based on an individual’s personal data regarding hiring, promotion, discipline, termination, training, or a material change in employment terms. Excluded from the law are non-material changes, such as changes in job tasks, work responsibilities, hours, and work assignments, as well as matters concerning workplace health and safety, scheduling, planning, or productivity monitoring.
The AI laws generally take effect on October 1, 2026, but the employer notice requirements do not become effective until October 1, 2027.
Starting October 1, 2027, employers who deploy...
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