Connecticut SB 435: AN ACT CONCERNING AUTOMATED DECISION SYSTEMS PROTECTIONS FOR EMPLOYEES.
Status: FAV. RPT., TAB. FOR CAL., SEN. (as of 2026-04-20)
State: Connecticut · Session: 2026 · Bill: SB 435
Subjects: Advertising, Artificial intelligence, Audits, Civil actions, Collective bargaining, Complaint, Computer software, Confidentiality, Crime victims, Disclosure, Discrimination in employment, Domestic violence, Electronic data, Electronic government information, Employees, Employers, Employment, Employment agencies, Fringe benefits, Genetic information, Hazardous substances, Human Rights and Opportunities, Commission on, Labor Department, Labor unions, Notices, Occupational training, Personal data, Public welfare, Records retention, Sexual assault, State agencies, Unfair or deceptive trade practices, Violations
Sponsors: Anne M. Hughes, Ceci Maher, David Defronzo, Eilish Collins Main, Gary A. Winfield, Hubert D. Delany, James J. Maroney, James Sanchez, Jan Hochadel, Jennifer Leeper, John-michael Parker, Jorge Cabrera, Josh Elliott, Julie Kushner, Kaitlyn Shake, Kara Rochelle, Kate Farrar, Laurie Sweet, Marcus Brown, Martha Marx, Mary Welander, Michael "mj" Shannon, Nicholas Menapace, Nick Gauthier, Rebecca Martinez
Bill Text
LCO 1 of 30 General Assembly Substitute Bill No. 435 February Session, 2026 AN ACT CONCERNING AUTOMATED DECISION SYSTEMS PROTECTIONS FOR EMPLOYEES. Be it enacted by the Senate and House of Representatives in General Assembly convened: Section 1. (NEW) (Effective October 1, 2026) As used in this section and 1 sections 2 to 13, inclusive, of this act: 2 (1) "Automated employment-related decision process" (A) means a 3 computational process that makes, assists in making or is used in the 4 course of making an employment-related decision, (B) includes, but is 5 not limited to, a computational process that (i) uses a computer-based 6 assessment or test to (I) make a predictive assessment concerning an 7 applicant for employment or employee, (II) measure the skills, dexterity, 8 reaction time or any other ability or characteristic of an applicant for 9 employment or employee, (III) measure the personality traits, aptitude, 10 attitude or cultural fit of an applicant for employment or employee, or 11 (IV) screen, evaluate, categorize or recommend an applicant for 12 employment or employee, (ii) directs job advertisements or other 13 recruiting materials to targeted groups, (iii) screens resumes for 14 particular terms or patterns, (iv) analyzes a facial expression, word 15 choice or voice captured during an online interview, or (v) analyzes data 16 acquired from a third party concerning an applicant for employment or 17 an employee, and (C) does not include any word processing, 18 spreadsheet, map navigation, web hosting, domain registration, 19 Substitute Bill No. 435 LCO 2 of 30 networking, caching, Internet web site loading, data storage, firewall, 20 anti-virus, anti-malware, spam and robocall filtering, spellchecking, 21 calculator, database or similar software or technology insofar as such 22 software or technology does not make an employment-related decision; 23 (2) "Deploy" means to put an automated employment-related 24 decision process into use; 25 (3) "Deployer" means a person doing business in the state that 26 deploys an automated employment-related decision process in the state; 27 (4) "Developer" means a person doing business in the state that 28 develops, or intentionally and substantially modifies, an automated 29 employment-related decision process; 30 (5) "Employment-related decision" (A) means a decision regarding a 31 term or condition of employment, and (B) includes, but is not limited to, 32 (i) the decision to hire, promote or terminate an applicant for 33 employment or employee, (ii) decisions related to compensation, 34 scheduling, assigning duties, productivity monitoring, workplace 35 surveillance or performance evaluations of an applicant for 36 employment or employee, and (iii) any other decision affecting the 37 rights, benefits or obligations of an applicant for employment or 38 employee; 39 (6) "Person" means an individual, association, corporation, limited 40 liability company, partnership, trust or other legal entity; 41 (7) "Substantial factor" (A) means a factor that assists in making, and 42 is capable of altering the outcome of, an employment-related decision 43 concerning an individual in the state, and (B) includes, but is not limited 44 to, any use of an automated employment-related decision process to 45 generate any content, decision, prediction or recommendation 46 concerning an individual in the state that is used as a basis to make an 47 employment-related decision concerning such individual; and 48 (8) "Trade secret" has the same meaning as provided in section 35-51 49 Substitute Bill No. 435 LCO 3 of 30 of the general statutes. 50 Sec. 2. (NEW) (Effective October 1, 2026) (a) Except as provided in 51 subsection (b) of this section, the developer of an automated 52 employment-related decision process that is deployed in the state shall 53 provide to the deployer of such automated employment-related 54 decision process all information that such deployer requires to perform 55 such deployer's duties under sections 3 to 6, inclusive, of this act. 56 (b) The developer of an automated employment-related decision 57 process may enter into a contract with a deployer of the automated 58 employment-related decision process to assume the deployer's duties 59 under sections 3 to 6, inclusive, of this act. The contract shall be binding 60 and clearly set forth which of the deployer's duties under sections 3 to 61 6, inclusive, of this act the developer has assumed. No provision of such 62 cont
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