New Laws Are Changing Connecticut Employers’ Pay, Accommodation, AI Obligations in ’26/27 - Jackson Lewis
Connecticut has enacted new laws effective 2026-2027 that expand pay equity, accommodation, and AI regulation for employers using automated employment decision tools (AEDTs).
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. All Connecticut employers, especially those using AI in hiring; staffing firms; HR-tech vendors; background screeners. should confirm how it applies to their specific situation before acting. There is a time constraint attached: Compliance required by 2026 for some provisions, 2027 for others; immediate action needed to prepare.. 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 laws require bias audits for AEDTs, candidate notice of AI use, and expanded pay transparency and accommodation obligations.
Who it affects
All Connecticut employers, especially those using AI in hiring; staffing firms; HR-tech vendors; background screeners.
What you must do
Conduct bias audits on any AEDT used for hiring or promotion; update candidate notices; review pay equity practices; ensure reasonable accommodation processes cover AI-driven decisions.
Deadline
Compliance required by 2026 for some provisions, 2027 for others; immediate action needed to prepare.
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