Public Act No. 26-15

Connecticut enacts Public Act No. 26-15, requiring employer transparency on AI hiring and workforce decisions

Connecticut’s legislature has enacted Public Act No. 26-15, a landmark statute establishing a comprehensive transparency framework for employers that deploy artificial intelligence in recruitment, screening, and workforce management. The law requires employers to provide clear notice to employees and applicants when AI tools are used and to disclose the categories of personal data that inform automated decisions.

• →What Public Act No. 26-15 requires
• →Public Act No. 26-15 mandates two primary obligations for employers operating in Connecticut:
• →Notice: Employers must notify applicants and employees when AI-driven systems affect recruitment, candidate screening, performance evaluation, promotion, disciplinary actions, or other workforce management processes.
• →Data disclosure: Employers must disclose the types of personal data, features, or attributes that are input to or used by automated decision-making systems that materially influence outcomes affecting an individual’s employment prospects or status.

Why this matters for local governments The new law sets a state-level standard for transparency and accountability in algorithmic decision-making affecting workers. Local governments that procure workforce management or HR technologies, administer employment programs, or oversee public-sector employers must align procurement, oversight, and public-facing policies with the statute. Compliance will reduce legal risk, protect civil rights, and preserve public trust in government use of AI.

Tools and best practices: APEX AI Guardrails State and local agencies should evaluate compliance tools such as APEX AI Guardrails, a governance and controls platform designed to operationalize transparency, automated decision logs, data-mapping, and audit trails. APEX AI Guardrails can help document when AI is used, capture the input features driving decisions, and generate the disclosures required under Public Act No. 26-15.

Practical steps for immediate compliance Local governments should act now to operationalize the statute and support employers in their jurisdictions:

• →Action items local governments should take NOW:
• →Inventory: Conduct an immediate inventory of AI tools used in hiring, screening, and workforce management across departments and vendors.
• →Update procurement: Insert transparency and disclosure clauses into RFPs and contracts requiring vendor cooperation with Public Act No. 26-15.
• →Implement governance tooling: Pilot or deploy APEX AI Guardrails or equivalent platforms to log AI usage, map data inputs, and produce required disclosures.
• →Policy & training: Update internal HR and IT policies; provide mandatory training for HR, procurement, and legal teams on new notice and disclosure obligations.
• →Public guidance: Publish model notices and disclosure templates for employers and vendors to ensure consistent public-facing communications.
• →Risk assessments: Prioritize algorithmic impact assessments for high-risk systems and establish retention and audit schedules.

Call to action Local government leaders must move swiftly: adopt these action items, integrate APEX AI Guardrails into procurement and oversight workflows, and issue clear public guidance to employers now to ensure statewide compliance with Public Act No. 26-15. Contact your state compliance office for implementation resources and sample templates.