Workforce Bulletin

On Friday, May 27, 2026, Governor Ned Lamont signed into law broad legislation addressing the use of AI in Connecticut.

The new AI law has significant implications for employers in the Nutmeg State who use any type of “automated employment-related decision technology” and those contemplating mass layoffs or plant closings.

Use of AI Tools to Interact with Job Applicants and Employees

Starting October 1, 2027, employers who deploy an automated employment-related decision technology to directly interact with job applicants or employees must ensure that they disclose in plain language that the individual is interacting with such technology, unless a “reasonable person would deem it obvious” that they are doing so. The AI law does not explain what a reasonable person would deem obvious, so employers should exercise caution and provide actual disclosures until the state provides further guidance.

In a recent decision affirming summary judgment in favor of defendant Human Resources Agency of New Britain, Inc. (the “Agency”), the Connecticut Appellate Court (decision.pdf) provided employers with useful guidance about managing disabled employees who are also qualified medical marijuana users, and appropriately requiring reasonable suspicion drug testing.

Background

In early 2018, the Agency hired Alyssa Bartolotta (“Bartolotta”) as a teaching assistant in its early childhood division.  As part of her onboarding, Bartolotta acknowledged receipt of an ...