The Connecticut General Assembly this week approved a far-reaching measure addressing artificial intelligence, workforce development, online platforms, and consumer protections.
While SB 5 reflects growing bipartisan interest in artificial intelligence policy, several sections raise serious concerns for employers operating in Connecticut.
“CBIA engaged extensively throughout the legislative process—working to narrow, clarify, or limit provisions that could disrupt innovation, hiring practices, and business operations—while supporting sections that foster workforce development and responsible innovation,” said CBIA vice president of public policy Chris Davis.
One of the most consequential provisions of the bill regulates the use of automated employment-related decision technology, including tools used in recruiting, hiring, promotion, discipline, and termination.
While the bill does not outright ban these tools, it imposes new disclosure obligations, notice requirements to applicants and employees, and expands liability exposure by expressly stating that the use of automated decision tools is not a defense in employment discrimination claims.
Employers could face increased litigation risk even when using widely adopted human resources software.
CBIA opposed these sections, warning lawmakers that the provisions could discourage responsible use of technology designed to reduce bias, expand access to talent, and improve efficiency—particularly for small and mid-sized...
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