Connecticut · AI Laws
Connecticut Employment AI Law (SB 5): Requirements and Deadlines for Developers and Deployers
What Connecticut Employment AI Law (SB 5) requires, maintained by Stauss PLLC. Last reviewed August 2026.
What You Need to Know
Effective October 1, 2027, Connecticut's AI employment law requires deployers/employers that use automated employment decision tools (AEDT) to provide disclosures to job applicants and employees. Deployers/employers using an AEDT to interact with job applicants or employees must disclose that they are dealing with an AEDT unless it would be obvious to a reasonable person that they are interacting with an AEDT. Deployers/employers that use an AEDT to generate an output for the purpose of making, or as a substantial factor in making, an employment-related decision concerning a job applicant or an employee must provide a written notice to the individual before the employment-related decision is made.
Official law text
Key dates3
| Date | What happens |
|---|---|
| October 1, 2026 | Connecticut's Employment AI Law takes effect generally |
| October 1, 2027 | Developer and deployer requirements take effect |
| December 31, 2027 | The attorney general's right to cure violations sunsets |
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Who It Applies To
The law applies to developers and deployers of automated employment-related decision technologies (AEDT).
What Is an AEDT
An automated employment-related decision technology, or AEDT, is any technology that processes personal data and uses computation to generate any output — including, but not limited to, any prediction, recommendation, classification, ranking, score or other information — that is a substantial factor in making or materially influencing an employment-related decision.
It does not include: (i) any word processing, spreadsheet, map navigation, web hosting, domain registration, networking, caching, Internet web site loading, data storage, firewall, anti-virus, anti-malware, spam and robocall filtering, spellchecking, calculator, database or similar software or technology, insofar as it does not make or materially influence an employment-related decision; (ii) any system or service used in a manner that is incidental to making an employment-related decision; or (iii) any information that is purely descriptive, diagnostic or statistical in nature and not relied upon to make or materially influence an employment-related decision.
Developer Obligations
Developers of AEDTs that are advertised, marketed, configured, contracted for, sold or licensed to be used to materially influence an employment-related decision must provide deployers with all information deployers require to comply with their obligations under the law.
Deployer Obligations
Deployers have two responsibilities.
A deployer that deploys an AEDT intended to interact with an employee or applicant for employment in Connecticut must disclose to the employee or applicant that they are interacting with an AEDT, unless it would be obvious to a reasonable person that they are doing so.
A deployer that deploys an AEDT to generate output for the purpose of making, or as a substantial factor in making, an employment-related decision concerning an employee or applicant for employment in Connecticut must, before that decision is made, provide the employee or applicant with a written notice containing certain disclosures regarding the AEDT.
The law separately defines "substantial factor" and "employment-related decision."
Other Provisions
The law also amends Connecticut's anti-discrimination statute to provide that use of an AEDT is not a defense to a complaint alleging a discriminatory practice.
Enforcement
The law is enforceable by the Connecticut attorney general. Where the attorney general deems a cure possible, violations may be cured within 60 days. That right to cure sunsets December 31, 2027.
Questions about Connecticut Employment AI Law (SB 5)?
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This page is provided for general informational purposes only, is not legal advice, and does not create an attorney-client relationship. State laws change frequently; coverage reflects this tool’s most recent update. Contact Stauss PLLC to confirm how these requirements apply to your organization.