Compliance Stuff

BLOG OVERVIEW: Connecticut’s Artificial Intelligence Responsibility and Transparency Act (CART Act), signed into law on May 27, 2026, is one of the broadest state AI laws to date and imposes new compliance obligations on employers that use automated employment-related decision technology (AEDT) for hiring, promotion, discipline, and other personnel decisions. Employers must tell workers and applicants when they are interacting with AEDT and provide written pre-decision notices, with phased compliance deadlines of October 1, 2026 and October 1, 2027. Connecticut employers should inventory their AI tools, conduct proactive bias audits, and review vendor contracts to confirm developer disclosure obligations before the deadlines take effect. On May 27, 2026, Connecticut Governor Ned Lamont signed the Connecticut Artificial Intelligence Responsibility and Transparency Act, known as the CART Act and Public Act 26-15, into law. This new legislation is one of the broadest laws passed by a...

At a Glance Connecticut enacted a 124-page omnibus bill that represents the most comprehensive overhaul of Connecticut’s workplace laws in recent years, imposing significant compliance burdens upon employers across industries. The Act addresses liability for unpaid wages in the construction trades, expands workers’ compensation for employees injured by workplace assaults, modifies pay‑transparency requirements, expands break time for nursing mothers, and broadens workplace rights of police, firefighters and veterans, among other far-reaching changes. A sweeping labor and employment bill passed at the end of Connecticut’s 2026 legislative session was signed by the governor on May 11. Public Act No. 26-12, An Act Concerning Workforce Development and Working Conditions in the State , makes far‑reaching changes to Connecticut’s workplace laws. The Act spans more than 120 pages and combines provisions from dozens of individual bills introduced during the 2026 session. While numerous section...

On May 11, 2026, the Connecticut General Assembly passed Senate Bill 5 , and Governor Lamont is expected to sign it into law. The law is a comprehensive online safety law with significant requirements relating to Automated Employment-related Decision Technology (AEDT) . These AEDT requirements combine concepts from the current AI regulations in California and the European Union , taking a disclosure-focused approach that encourages, but does not impose, substantive pre-use design or audit mandates . It also innovates by creating a program for third-party risk assessments as a means to vet and certify AI models, but falls short of making such evidence broadly admissible to defend against AI model-specific claims. Broad Definition of Covered Technologies: The law defines the covered technology broadly. An AEDT is any system that processes personal data and produces outputs ( e.g ., predictions, scores, rankings, classifications, or recommendations) that are a “substantial factor” in ma...

It may already be April, but Connecticut employers still have several “new year” compliance updates to address. As spring approaches, now is a good time to dust off employee handbooks and make sure 2026 changes are fully implemented. 0:00 6:40 Quick Hits As of January 1, 2026, Connecticut employers with eleven or more employees must provide paid sick leave to all nonseasonal workers, with full expansion to employers of any size expected by January 1, 2027. Connecticut’s Paid Family and Medical Leave maximum weekly benefit rose to $1,016.40 in 2026 while the employee contribution rate remains unchanged at 0.5 percent of wages. Connecticut employers may want to audit exempt employee classifications in light of the state’s $16.94 minimum wage, as the narrow gap with the federal FLSA salary threshold may create wage-and-hour exposure for employees who do not qualify for a Connecticut white-collar or outside sales exemption. Expanded Coverage Under Connecticut Paid Sick Leave As of January ...