Law / United States / 
Connecticut
Automated Employment-Related Decision Technology Act
2026 Conn. Pub. Acts 26-15, Secs. 7 to 13
An AI sector rules rule binding private bodies.
- How the hook was established
- express
- What makes it apply
- Operator establishment, Place of effect
- Audit expectation
- none
What it requires
- If you develop automated employment-related decision technology, give a deployer the information the deployer needs to meet its own notice duties, unless your technology was not advertised or configured for that use.NIST AI RMFMAP 2.2
- If you deploy the technology to interact with an employee or applicant, ensure they are told they are interacting with it, unless that would be obvious to a reasonable person.NIST AI RMFMEASURE 2.8
- Before an employment-related decision is made using the technology, give the employee or applicant written notice naming the technology, its purpose, the categories and sources of personal data it analyzes, and your contact information.NIST AI RMFMEASURE 2.8
- Where you withhold information as a trade secret, send a notice saying so and why.NIST AI RMFMEASURE 2.8
- Using the technology is not a defense to a discrimination complaint under Conn. Gen. Stat. Sec. 46a-60.
These lines are LexLint's reading of the law's text.
In the frameworks
- NIST AI RMF
- MAP 2.2Information about the AI system’s knowledge limits and how system output may be utilized and overseen by humans is documented. Documentation provides sufficient information to assist relevant AI actors when making decisions and taking subsequent actions.
- MEASURE 2.8Risks associated with transparency and accountability – as identified in the MAP function – are examined and documented.
Our reading of where this law's duties sit in each framework, and in the NIST AI RMF, line by line beside each duty above. It never says that running a control meets the law. How we read a framework against the law
What it makes you log
Who may demand the log
Data subject
What the log must hold
System identity, Decision basis, Data lineage, Disclosure shown
Logging duty
Section 10 requires a deployer to give an employee or applicant a written notice, before an employment-related decision is made, naming the technology, its purpose, the categories and sources of the personal data it analyzes, and contact information; Section 11(b) requires a written notice when information is withheld as a trade secret. Neither subsection uses the words logs, records or audit trail, but the deployer cannot show it gave the required notice, in an Attorney General enforcement action, without keeping a copy of what it sent, so the duty is implicit. Section 9's separate real-time disclosure that a person is interacting with the technology states no duty of its own to keep a record of having given it.
- Kind
- Implicit
- As of
- Provision
- Sec. 10 and Sec. 11(b)
- Trigger
- automated_decisions
What this law does
Enacted effective , binding a deployment of automated employment-related decision technology, technology that processes personal data to produce an output that is a substantial factor in a decision to hire, promote, discipline, discharge, or set the terms of someone's employment, on or after . A developer must give a deployer the information the deployer needs to meet its own duties.
A deployer must ensure an employee or applicant is told when they are interacting with the technology, unless that would be obvious, and before an employment-related decision is made must give written notice naming the technology, its purpose, the categories and sources of personal data it analyzes, and contact information, subject to a trade-secret withholding notice.
A companion amendment to the state's employment discrimination statute, Conn. Gen. Stat. Sec. 46a-60(b)(1), provides that using such technology is not a defense to a discrimination complaint, though anti-bias testing may be considered as evidence. Violations are enforced solely by the Attorney General as an unfair trade practice, with a sixty-day cure period available for violations occurring on or before , and create no private right of action.
When LexLint raises it
When your app profile says your app makes employment decisions.
Back to the example · Lint your app
Page updated .