Takeaways

• Connecticut lawmakers are advancing bills on workplace practices that could affect employers’ operations and compliance.
• One proposal would impose strict requirements on employers’ use of automated decision systems, including bias audits, disclosures, and opt‑out rights for applicants.
• Another bill targets predictive scheduling, requiring advance notice of work schedules, premium pay for changes, and limits on employee hours.

• Connecticut General Assembly

Article

The Connecticut legislature’s current session is scheduled to adjourn May 6, 2026. Several labor and employment bills under consideration could affect employers’ operations and compliance obligations.

“An Act Concerning Automated Decision Systems Protections For Employees” (2026-SB00435)

This bill would regulate computational processes that make, assist in making, or are used in the course of making an employment-related decision (“automated processes”). If the bill is passed, employers would have to conduct bias audits on automated processes within one year prior to deploying the automated process. A report on the bias audit would need to be filed with the labor commissioner. If a bias audit reveals any disparate impact caused by the automated process, the bill would prohibit its use unless the employer demonstrates business necessity and implements corrective actions approved by the labor commissioner.

The bill would also require an employer to provide notice to job applicants that an automated...

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