Connecticut Public Act 26-15 — Automated Employment Decision Duties

SUMMARY

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.

WHY IT MATTERS

The law creates a Connecticut-specific notice framework for technology that materially influences employment decisions, but it is narrower than proposals that would have required bias audits, post-decision explanations, data correction, or human review.

KEY REQUIREMENTS

• A developer of covered technology deployed in Connecticut on or after October 1, 2027 must provide the deployer information needed for the deployer's statutory disclosure duties, subject to the law's marketed-use limitation.
• A deployer using covered technology intended to interact with a Connecticut employee or applicant on or after October 1, 2027 must disclose the interaction in plain language unless a reasonable person would find the interaction obvious.
• Before a covered employment decision, a deployer must give the affected Connecticut employee or applicant written notice identifying the technology, its purpose and the decision, its trade name, the personal-data categories and assessment method, the data sources, and deployer contact information.
• A person withholding protected or trade-secret information under section 11 must notify the person from whom it is withheld and state the basis.

COVERAGE

Employers: A deployer is a person doing business in Connecticut that puts covered automated employment-related decision technology into use in the state. Developer duties apply to persons doing business in the state that develop or intentionally and substantially modify covered technology.

Workers: Employees and applicants for employment in Connecticut affected by a covered employment-related decision or interacting with covered technology.

Exceptions: Excluded technology includes listed common software that does not make or materially influence an employment decision, incidental systems or services, and purely descriptive, diagnostic, or statistical information not relied on to make or materially influence the decision.

Exceptions: Employment-related decisions exclude nonmaterial changes in tasks, responsibilities, hours, or assignments and decisions concerning workplace health and safety, scheduling and planning, or productivity monitoring.

Exceptions: Interaction disclosure is not required where a reasonable person would find it obvious that the person is interacting with the technology.

Exceptions: Protected information and trade secrets need not be disclosed, subject to the withholding notice in section 11.

ENFORCEMENT & PENALTIES

Violations of sections 8–11 are unfair or deceptive trade practices enforced solely by the Connecticut Attorney General. For violations occurring on or before December 31, 2027, the Attorney General may provide a 60-day cure opportunity when a cure is possible. The act excludes the CUTPA private-action provision and creates no private right of action for these sections.

CHANGE HISTORY

1. 2026-09-22
   verification update

   Record re-verified

   Official source links, status, and key dates were checked for this maintenance release.

2. 2026-05-27
   signed

   Governor signed Public Act 26-15

   The enacted act includes the automated-employment definitions and future deployment duties in sections 7–12.

3. 2026-05-01
   passed legislature

   General Assembly completed passage

   The House passed the Senate-amended bill in concurrence.

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