Connecticut employers using AI in recruiting or workforce management must give applicants and workers plain-language notice starting Oct. 1, 2027, when automated tools materially influence employment decisions.
Public Act 26-15 covers technology that processes personal data and produces rankings, scores or recommendations that meaningfully alter outcomes in hiring, promotion, discipline, discharge, training or other job terms.
Written notice before a final decision must identify the tool’s use, purpose, trade name, data sources and categories analyzed, how that data is assessed, and employer contact information.
Oct. 1, 2026 also marks a separate rule: employers cannot use AI reliance as a defense against discrimination claims, though anti-bias testing may be weighed in proceedings.
Violations carry no private right of action; the Connecticut attorney general alone can enforce them under CUPTA, with some breaches eligible for a 60-day cure period through Dec. 31, 2027.