Connecticut: Automated Employment Decision Technology Provisions of the Online Safety Act (Public Act 26-15 / SB 5)
ConnecticutLegislationPhased application
Connecticut Public Act No. 26-15 is a broad technology regulation establishing rules for artificial intelligence, deepfakes, and online safety. Crucially for HR and recruitment teams, the law regulates the use of automated employment-related decision technology (AEDT) in hiring, promotion, discipline, and discharge decisions involving Connecticut residents. It requires employers to provide plain-language disclosures when candidates interact with AI systems and mandates detailed written notices before using an AEDT as a substantial factor in employment decisions. These notices must explain the tool's purpose, data sources, and assessment methods. Furthermore, the law stipulates that using automated technology is not a defense against employment discrimination claims, strongly incentivizing deployers to conduct proactive anti-bias testing. While the core duties fall on deployers, providers must supply their customers with the necessary information to fulfill these notice requirements, unless they contractually assume the deployer's compliance duties.
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Employment-focused extraction
This may be part of wider regulation. The Warden Watch extracts and displays the parts relevant to employment, HR and recruitment decision-making.