Under Connecticut legislation, employers must make shifts to the use of automated employment-related decision technology (AEDT) beginning on October 1, 2026. The law establishes new rules for employers using AEDT and amends the non-discrimination regulations in the state. Additionally, certain disclosure requirements will be in effect for mass-layoff federal notices.
AEDT refers to technology that processes data and uses computation tools to generate outputs (predictions, classifications, recommendations, scores/rankings, etc.) that influence employment-related decisions. Examples of such decisions include hiring, promoting, disciplining, discharging, renewing employment, selecting for apprenticeship/training, and other conditions of employment.
Beginning October 1, 2027, employers must disclose to applicants and employees that they are interacting with an AEDT. The disclosure must include the following:
- The deployment of the AEDT
- The AEDT trade name
- The purpose of the AEDT and nature of decisions
- All categories of personal data that the AEDT will process or analyze
- The use of such data in reaching a decision
- Contact information
- The sources of personal data
Under the WARN Act, employers with 100+ full-time employees must provide at least 60 days’ notice for mass layoffs or plant closings. This requirement also goes into effect on October 1, 2026.
This article is informational and does not constitute legal or financial advice. Consult with an employment lawyer or accountant for additional clarification on how these changes impact your company.
