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Connecticut AI Responsibility and Transparency Act (CART Act)
Connecticut’s AI Responsibility and Transparency Act (Public Act 26-15, the “CART Act”) is a broad state law covering AI in employment, healthcare and online safety. Its employment provisions regulate employer use of automated employment-related decision technology (AEDT).
Last reviewed: 29 September 2026
Scope and effective dates
The Act applies to employers and developers of AEDT. Covered employment decisions include hiring, promotion, discipline, discharge, renewal, training selection, tenure, and other terms or conditions of employment based on personal data. Workplace health and safety, scheduling and productivity monitoring are excluded.
The obligations take effect in stages. The general AEDT framework takes effect on 1 October 2026. The main compliance obligations (disclosure and pre-decision written notice) apply from 1 October 2027. The Attorney General’s discretionary 60-day cure period expires on 31 December 2027.
Employer obligations
Interaction disclosure
Tell employees and applicants in plain language when they are interacting with an AEDT that responds in a human-like way, unless that would be obvious to a reasonable person.
Pre-decision written notice
Where an AEDT makes or substantially influences an employment decision, disclose that an AEDT is being used, the purpose and nature of the decision, the AEDT’s trade name, and the categories and sources of personal data it analyses and how that data is assessed.
Layoff reporting
From 1 October 2026, employers issuing mass-layoff or plant-closing notices must also tell the Connecticut Department of Labor whether the layoffs relate to AI or technological change.
What it does not do, and who enforces it
An AEDT cannot be used as a defence against a discrimination claim, though evidence of anti-bias testing may be considered. The Act does not create a private right of action.
The Connecticut Attorney General has exclusive enforcement authority; violations are treated as unfair or deceptive trade practices. A discretionary 60-day cure period applies through 31 December 2027, after which the Attorney General is not obliged to offer one.
This page is general information, not legal advice. AI employment law is moving quickly; confirm your position with qualified counsel before relying on it.
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