Overview
- Governor Ned Lamont signed SB 5 into law on May 27, 2026, creating new state rules for how employers may use automated employment-related decision technology.
- The statute defines AEDT broadly as any system that processes personal data to produce predictions, scores, rankings, recommendations, or similar outputs that materially influence hiring, promotion, discipline, termination or other substantive employment decisions.
- Employers must begin disclosing on WARN-type filings whether layoffs are related to AI or other technological change starting October 1, 2026, and individual plain-language notices to applicants and affected employees are required starting October 1, 2027.
- The Connecticut attorney general alone may enforce the notice rules and will offer a notice-and-cure window from October 1, 2026 through December 31, 2027, while there is no private right of action for notice failures and employees retain private discrimination claims with AEDT use barred as a defense.
- Employers are advised to map where AEDT is used, check vendor contracts, document bias testing and mitigation, and prepare the required WARN and employee notices because these steps will determine legal exposure and shape how layoffs and hiring decisions are reviewed.