Using AI in Recruiting, Hiring or Other Employment Decisions? Beware of Connecticut’s New Law

Short summary

Connecticut's new law (effective Oct 1, 2026) requires employers using AI for hiring, promotion, or discipline decisions to disclose the technology, its purpose, personal data categories, and data sources to affected employees and applicants. Compliance deadlines: disclosure requirements begin Oct 1, 2027, and violations are enforceable as unfair trade practices. AI systems cannot be used as a defense against discrimination claims, though proactive anti-bias testing is favorable evidence.

• •Employers must disclose AI use in employment decisions starting Oct 1, 2027, with detailed written notice including technology name and data sources
• •Law covers hiring, promotion, discipline, and termination decisions but excludes scheduling and productivity monitoring
• •AI systems cannot shield against discrimination claims, but proactive anti-bias testing demonstrates good-faith compliance efforts

Generated with AI, which can make mistakes.