BLOG OVERVIEW: Connecticut’s Artificial Intelligence Responsibility and Transparency Act (CART Act), signed into law on May 27, 2026, is one of the broadest state AI laws to date and imposes new compliance obligations on employers that use automated employment-related decision technology (AEDT) for hiring, promotion, discipline, and other personnel decisions. Employers must tell workers and applicants when they are interacting with AEDT and provide written pre-decision notices, with phased compliance deadlines of October 1, 2026 and October 1, 2027. Connecticut employers should inventory their AI tools, conduct proactive bias audits, and review vendor contracts to confirm developer disclosure obligations before the deadlines take effect.
On May 27, 2026, Connecticut Governor Ned Lamont signed the Connecticut Artificial Intelligence Responsibility and Transparency Act, known as the CART Act and Public Act 26-15, into law. This new legislation is one of the broadest laws passed by a state to regulate artificial intelligence (AI) to date. Several provisions carry direct compliance obligations for employers.
Any employer deploying “automated employment-related decision technology” (AEDT) in Connecticut faces new disclosure obligations. “AEDT” is defined broadly as any technology whose output (a score, ranking, prediction, or recommendation) is a substantial factor in a hiring, promotion, discipline, discharge, or renewal...
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