{"id":14333,"date":"2026-06-01T03:02:52","date_gmt":"2026-06-01T08:02:52","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=14333"},"modified":"2026-06-23T10:21:00","modified_gmt":"2026-06-23T15:21:00","slug":"connecticut-enacts-sweeping-ai-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/connecticut-enacts-sweeping-ai-law\/","title":{"rendered":"Connecticut enacts sweeping AI law"},"content":{"rendered":"\n
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Written by: <\/p>\n\n\n

Emily Scace<\/a><\/div><\/div>\n\n\n\n
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Share<\/p>\n\n\n

<\/a><\/a><\/a><\/a><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

A comprehensive AI bill recently signed into law by Connecticut Gov. Ned Lamont will soon require transparency around AI-related layoffs and employers’ use of automated systems to influence employment decisions.<\/p>\n\n\n\n

Under S.B. 5<\/a>, beginning October 1, 2026, employers who submit notice to the state under the WARN Act – a federal law that requires advance notice of mass layoffs – must disclose to the Connecticut Department of Labor whether the layoffs are the result of the employer’s use of AI or another technological change.<\/p>\n\n\n\n

In addition, employers that use automated employment-related decision technologies (AEDTs) will be subject to a range of disclosure requirements, depending on the use of the AEDT.<\/p>\n\n\n\n

An AEDT is any technology that processes personal data and uses computation to generate an output – such as a prediction, recommendation, classification, ranking or score – that is a substantial factor in an employment-related decision.<\/p>\n\n\n\n

If an employer uses an AEDT that is intended to interact with employees or applicants, it must inform each applicant or employee who does so that they are interacting with an AEDT, unless that fact would be obvious to a reasonable person.<\/p>\n\n\n\n

Additional requirements apply if an employer uses an AEDT to make or substantially contribute to an employment-related decision affecting an applicant or employee. In these situations, the employer must provide the affected individual with a written notice disclosing:<\/p>\n\n\n\n