SUMMARY
The Connecticut Attorney General's February 2026 memorandum explains that existing civil-rights, privacy, consumer-protection, data-security, and antitrust laws may apply to AI, including AI used in hiring and employment.
WHY IT MATTERS
The memorandum is an official enforcement-oriented statement that existing anti-discrimination law applies to algorithmic discrimination, but it expressly says it is neither binding nor precedential and does not create a new employment-AI code.
KEY REQUIREMENTS
- The memorandum does not create new legal requirements; it summarizes the Attorney General's view of potentially applicable existing law.
- The guidance states that anti-discrimination laws apply to algorithmic discrimination in the same way they apply to other discriminatory conduct.
COVERAGE
Employers: Businesses, employers, and other entities subject to the existing Connecticut laws discussed in the memorandum.
Workers: People protected by applicable Connecticut civil-rights and other existing laws, including applicants and employees in covered settings.
ENFORCEMENT & PENALTIES
Enforcement depends on the underlying statute and the authority assigned by that law; the memorandum itself is nonbinding and nonprecedential.
CHANGE HISTORY
- verification update
Record re-verified
Official source links, status, and key dates were checked for this maintenance release.
- guidance issued
Attorney General issued AI memorandum
The nonbinding memorandum described how existing Connecticut laws may apply to artificial intelligence.
TOPICS
PRIMARY SOURCES
RELATED DEVELOPMENTS
Connecticut Public Act 26-15 — 2026 Employment Provisions
Public Act 26-15 amends Connecticut employment-discrimination law to address automated employment-related decision technology and adds an AI-related disclosure to Labor Department notices that an employer already submits under the federal WARN Act.
Related coverage: Connecticut AI Employment Law: What Employers Need to Know in 2026 and 2027 →Connecticut Public Act 26-15 — Automated Employment Decision Duties
Sections 7–12 of Public Act 26-15 establish definitions, developer-information duties, interaction disclosures, and pre-decision notices for defined automated employment-related decision technology. Although these sections have an October 1, 2026 effective clause, the operative developer and deployer duties apply to qualifying deployments on or after October 1, 2027.
Related coverage: Connecticut AI Employment Law: What Employers Need to Know in 2026 and 2027 →Information, not legal advice. Bot Labor Law provides general informational content that may not reflect the most current legal developments. Consult qualified counsel regarding specific legal matters.