As the 2026 legislative session progresses, Connecticut is positioned to enact one of the nation's most comprehensive regulatory frameworks governing the use of artificial intelligence in the workplace. Senate Bill 435, "An Act Concerning Automated Decision Systems Protections for Employees," represents a fundamental shift in the legal landscape, moving away from a hands-off approach to algorithmic management toward a model of mandatory transparency, human accountability, and rigorous bias testing. If enacted, the bill will place significant new compliance burdens on any employer doing business in the state that utilizes automated tools to assist in personnel decisions, ranging from initial recruiting and hiring to ongoing productivity monitoring and termination.
At its core, SB 435 regulates the use of AI and algorithmic tools in employment decisions. Any employer doing business in Connecticut that uses a computational process to assist in hiring, firing, promotions, compensation, performance evaluations, scheduling, or productivity monitoring is in scope. The definition seems deliberately wide, including resume screeners, skills assessments, tools that analyze facial expressions or voice during video interviews, targeted recruiting ad algorithms, and any product that analyzes third-party data about applicants or employees.
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