Connecticut Enacts New AI Legislation: What Businesses Need to Know About SB 5 - JD Supra
Connecticut's SB 5 imposes new requirements on employers using AI in hiring, including bias audits, candidate notice, and governance. Effective October 1, 2025.
Aforeworn detected this change in the AI in Hiring & Employment Screening space on July 6, 2026 and published this briefing so affected operators are forewarned rather than caught off guard. It is rated High urgency. Enterprise employers, staffing firms, HR-tech vendors, background screening providers operating in Connecticut or using AI for hiring decisions affecting CT candidates. should confirm how it applies to their specific situation before acting. There is a time constraint attached: October 1, 2025 (effective date). Audits must be completed within one year of first use.. Acting after that point can mean penalties, a lapsed licence, or lost eligibility — exactly the kind of surprise Aforeworn exists to prevent. Aforeworn monitors AI in Hiring & Employment Screening continuously and turns every detected change into a plain-English briefing like this one, so you always know first. Forewarned is forearmed.
What changed
New law requires annual bias audits for AI hiring tools, candidate disclosure of AI use, and opt-out rights. Expands definition of 'automated employment decision tool' (AEDT) beyond NYC Local Law 144.
Who it affects
Enterprise employers, staffing firms, HR-tech vendors, background screening providers operating in Connecticut or using AI for hiring decisions affecting CT candidates.
What you must do
Conduct bias audits for all AEDTs used in CT hiring, update candidate notices, and establish governance processes.
Deadline
October 1, 2025 (effective date). Audits must be completed within one year of first use.
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