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Connecticut AI hiring law takes effect October 1, 2026
The Connecticut AI Responsibility and Transparency Act puts compliance and liability on employers deploying high-risk AI, including brokers helping assess existing tools and the required risk management, impact assessments, transparency notices, and appeal rights.
Connecticut's AI Responsibility and Transparency Act begins on October 1, 2026, requiring employers that use AI in hiring, promotion, discipline, or termination decisions to be compliant by that date, according to Insurance Business.
For benefits brokers serving Connecticut clients, the deadline creates two immediate priorities, including identifying whether AI systems already embedded in HR and benefits workflows qualify as high-risk under the new law. The law could cover tools such as automated enrollment platforms, workforce analytics dashboards, performance management systems, and resume-screening technologies.
Insurance Business notes that the act also places the compliance burden on the deployer, meaning the employer using the AI system rather than the developer or vendor that built it. Under the law, licensing a high-risk AI tool from a third-party does not shift legal exposure through vendor contracts.
To deploy a covered system, an employer must implement an AI risk management policy, conduct impact assessments for each covered system, provide transparency notices when AI materially influences employment decisions, and offer a right of appeal requesting human review where feasible. The law's anti-discrimination provisions, which state AI can not be cited as a defense against a discrimination complaint, take effect October 1, 2026, while a separate written notice requirement is not scheduled to take effect until October 1, 2027.