Connecticut’s New AI Law: What Employers Need to Know - JD Supra
Connecticut has enacted a new AI law regulating automated employment decision tools (AEDTs), requiring bias audits, candidate notice, and transparency measures for employers using AI in hiring.
Aforeworn detected this change in the AI in Hiring & Employment Screening space on July 6, 2026 and published this briefing so affected operators are forewarned rather than caught off guard. It is rated High urgency. Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, and background-screening providers operating in Connecticut or using AI hiring tools affecting Connecticut residents. should confirm how it applies to their specific situation before acting. There is a time constraint attached: Law takes effect October 1, 2024; compliance actions should begin immediately.. Acting after that point can mean penalties, a lapsed licence, or lost eligibility — exactly the kind of surprise Aforeworn exists to prevent. Aforeworn monitors AI in Hiring & Employment Screening continuously and turns every detected change into a plain-English briefing like this one, so you always know first. Forewarned is forearmed.
What changed
Connecticut's new AI law mandates that employers using AEDTs must conduct annual bias audits, provide pre-use notice to candidates, and allow candidates to opt out of AI screening. It also imposes transparency requirements on vendors.
Who it affects
Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, and background-screening providers operating in Connecticut or using AI hiring tools affecting Connecticut residents.
What you must do
Review current AI hiring tools for compliance, conduct or commission bias audits, update candidate notice procedures, and ensure opt-out mechanisms are in place.
Deadline
Law takes effect October 1, 2024; compliance actions should begin immediately.
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