Bill > SB00435

This bill establishes protections for employees concerning the use of automated decision systems, defining an "automated employment-related decision process" as any computational process that makes, assists in making, or is used in making decisions about employment terms or conditions, including hiring, firing, promotions, and performance evaluations, but excluding standard software like word processors or databases unless they directly impact employment decisions. Companies that deploy these systems in the state must notify employees when they are interacting with such a system, provide written notice before collecting personal data for processing, and disclose the purpose of data collection, categories of data, retention periods, who will access the data, and the right to opt out of data processing. Before making an employment decision influenced by an automated system, employers must inform employees about the system's purpose, their right to human review, how to request a re-evaluation, and provide a link to bias audit summaries. If an adverse decision is made, employers must explain the principal reasons, the system's contribution, the data used, and offer opportunities to review and correct data and appeal the decision, with human review being mandatory for all such appeals. Developers of these systems must provide necessary information to the deployer, or they can contractually assume the deployer's responsibilities. The bill also mandates annual bias audits by independent auditors to assess performance, disparate impact on protected groups, data sources, and error rates, with summaries to be published. Employers are prohibited from retaliating against employees who exercise their rights under this act, and violations are considered unfair or deceptive trade practices enforceable by the Attorney General, with individuals also having the right to bring civil actions for damages and equitable relief. Additionally, the bill clarifies that collective bargaining rights now explicitly include negotiations over the use of artificial intelligence technology by employers, and it requires employers to disclose to the Labor Department if layoffs are related to the use of artificial intelligence systems.

Labor and Employment

Labor and Public Employees Committee (Joint)

https://www.cga.ct.gov/asp/cgabillstatus/cgabillstatus.asp?selBillType=Bill&bill_num=SB00435&which_year=2026