Genetic Information and Automated Decision Tools in Employment (Fair Employment Practices Act)
CT Employment Genetic Info
Employees · Genetic · Artificial intelligence
Makes it a discriminatory employment practice to request or require genetic information from employees, applicants or union members, or to discriminate based on it. From October 1, 2026, P.A. 26-15 adds that using an automated employment decision technology is no defense to a discrimination complaint.
- Where
- Connecticut
- Citation
- Conn. Gen. Stat. 46a-60(b)(11); 46a-60(b) as amended by P.A. 26-15, s. 13
- Status
- In force
- Last amended
- 2026-10-01
- Enforced by
- Connecticut Commission on Human Rights and Opportunities (CHRO); courts after release
- People can sue
- Yes
- Penalties
- CFEPA remedies through CHRO complaint and, after a release of jurisdiction, civil action (remedy amounts not reviewed).
- Applies to
- Employers, employment agencies and labor organizations covered by the Connecticut Fair Employment Practices Act (46a-60)
Practices it requires
- Do not request or require genetic information (information about genes, gene products or inherited characteristics of the individual or a family member) from employees, applicants or members.Conn. Gen. Stat. 46a-60(b)(11)(A)
- Do not discharge, expel or otherwise discriminate against anyone on the basis of genetic information.Conn. Gen. Stat. 46a-60(b)(11)(B)
Other duties
- Use of an automated employment-related decision technology is not a defense to a discrimination complaint; anti-bias testing evidence may be considered.Conn. Gen. Stat. 46a-60(b) as amended by P.A. 26-15, s. 13 · From 2026-10-01
Sources
Checked against these sources on 2026-09-25 by research agent (Claude), primary sources.
Unverified: Date genetic information protection was added to 46a-60 not confirmed; CFEPA remedies not reviewed.
Research reference, not legal advice.