The signing date is not settled. Law-firm alerts cite May 27, May 29, and June 2, and sources disagree on which of those is correct. The obligations phase in on two dates. Starting October 1, 2026, employers cannot defend a discrimination claim by pointing to an algorithm, and courts and the Commission on Human Rights and Opportunities may treat an employer's anti-bias testing as a mitigating factor. Starting October 1, 2027, employers must give written notice before using these tools, explaining that the tool is in use and what it is for. The Attorney General enforces the law and may offer a 60-day cure period for violations through December 31, 2027. Private lawsuits are not available under the notice provisions, though discrimination claims remain available. The coverage relies on law-firm alerts and commentary rather than state agency documents, so the exact text and dates must be checked against the enacted act.
Connecticut's law departs from the model in New York City's Local Law 144, the first enforceable AI hiring rule in the United States. It does not require an annual bias audit, and it is narrower than Colorado's AI law. It also reaches beyond hiring. Starting October 1, 2026, employers filing WARN notices for covered layoffs must state whether the layoffs relate to artificial intelligence or technological change. Counsel should begin by inventorying AI tools and vendor contracts, since the notice obligation arrives in October 2027. The bill's companion, frontier model, and synthetic media provisions add to the compliance workload.