Before the Algorithm Decides: Connecticut’s 2027 Rules for Artificial Intelligence in Employment
Beginning in 2027, Connecticut employers using artificial intelligence (AI) in recruiting or workforce management will face new disclosure requirements under Connecticut Public Act 26-15, enacted in 2026 as part of the state’s broader legislation regulating AI. Similar to employers in other states , Connecticut employers should begin evaluating their AI technologies, especially as failure to provide appropriate notice to employees and applicants may result in liability under the Connecticut Unfair Trade Practices Act (CUPTA). What Technology Is Covered? The law regulates “automated employment-related decision technology,” defined generally as technology that processes personal data and generates an output, such as a prediction, recommendation, classification, ranking, or score, that is a “substantial factor” in making or materially influencing an employment-related decision. A substantial factor is one that “meaningfully alters” the outcome of the decision. The definition of an employment-related decision is broad. It includes decisions concerning hiring, promotion, discipline, discharge, renewal of employment, selection for training or apprenticeships, tenure, and other terms, privileges, or conditions of employment. However, the law excludes certain nonmaterial job changes as well as decisions involving workplace health and safety, scheduling and planning, or productivity monitoring. Notice Requirements Beginning October 1, 2027, employers using covered technology must disclose,
