Guide · Reviewed November 2026 · Not legal advice
ADMT Deadline Tracker: Which State Duties Land When
The short answer: the next big date is January 1, 2027, when Colorado's SB 26-189 duties take effect and California's CCPA ADMT compliance phase begins. Connecticut is split: its profiling opt-out has applied since July 1, 2023, its discrimination rule since October 1, 2026, and its employment notice duties land October 1, 2027. All dates are from the kit's checker data, verified October 28, 2026.
Which duties land on which dates?
| Date | State | What lands |
|---|---|---|
| 2023-07-01 | Connecticut | Profiling opt-out in force (CTDPA): consumers can opt out of profiling toward automated decisions with legal or similarly significant effects; data-protection assessment duty for heightened-risk profiling |
| 2026-01-01 | California | CCPA ADMT regulations themselves take effect (compliance for existing ADMT use follows on 2027-01-01) |
| 2026-07-01 | Connecticut | Public Act 25-113 expansion: opt-out reaches decisions even where a person is nominally involved; rights to question an outcome, learn the reasoning, and review the data used; for housing, correct data and have the decision reevaluated |
| 2026-10-01 | Connecticut | An automated employment tool is not a defence to a discrimination complaint; WARN layoff notices filed with the Connecticut Department of Labor must disclose whether layoffs relate to AI or technological change |
| 2027-01-01 | Colorado | SB 26-189 duties in full: notice at the point of interaction, adverse-outcome explanation within 30 days, data access and correction, meaningful human review, records for at least 3 years. The Attorney General's clarifying rules are also due this date |
| 2027-01-01 | California | Compliance date for businesses already using ADMT for a significant decision: pre-use notice, opt-out, access requests, risk assessment first. A business that starts using ADMT after this date must comply from its first use |
| 2027-10-01 | Connecticut | Notice duties for automated employment decision tools deployed on or after this date: notice when a person interacts with the tool, and written notice before the tool is a substantial factor in an employment decision |
| 2027-12-31 | Connecticut | End of the 60-day cure period for Public Act 26-15 violations (cure applies through this date) |
| 2030-01-01 | Colorado | End of the 60-day cure period under SB 26-189 (cure applies until this date) |
Sources, as carried in the kit's checker data: Colorado Senate Bill 26-189 (Colorado General Assembly); California Code of Regulations, title 11, sections 7001, 7150 and 7200–7222 (CPPA); Connecticut Public Act 26-15 and Connecticut General Statutes sections 42-515, 42-518, 42-520 as amended by Public Act 25-113. The kit's free checker also covers the EU AI Act Article 50 dates — run the free checker for those.
What runs on a clock after a decision, not on a calendar date?
- Colorado explanations: 30 days from an adverse consequential decision — the kit's dashboard tracks this per decision and flags "due soon" and "overdue"
- Connecticut rights requests: 45 days to answer a profiling opt-out (one 45-day extension allowed), with an appeal if a request is denied
- California and Connecticut explanations: no fixed clock in the kit's data — the kit shows those decisions as "no fixed clock" rather than inventing a deadline
- Records: at least 3 years in Colorado; the kit keeps one record for all states, held for three years, exportable at the end
What each Colorado document must contain is in Colorado AI Act Automated Decision Notices: What to Send; what the explanation reads like is in Adverse-Outcome Explanations in Plain Language.
How do you stay ahead of the next date?
Work backwards from the nearest date that applies to you. If you decide about people in Colorado or California, your build deadline is January 1, 2027: notices ready, the 30-day clock tracked, review and correction contacts named, records kept. If you hire in Connecticut, the discrimination rule already applies to you today, and the notice build is due by October 1, 2027. The free notice generator covers the Colorado pre-use notice with no account; the full kit adds the explanation builder, the review queue, and the deadline dashboard. More from Ingenious AI is on the hub.
Frequently asked questions
What is the next ADMT deadline?
January 1, 2027. On that date Colorado's SB 26-189 duties take effect — pre-use notice, the 30-day adverse-outcome explanation, data correction, human review, and 3-year records — and California's CCPA ADMT compliance phase begins for businesses already using ADMT for a significant decision.
Which ADMT duties are already in force?
Connecticut's profiling opt-out has applied since July 1, 2023 and was expanded on July 1, 2026; Connecticut's rule that an automated employment tool is not a defence to a discrimination complaint has applied since October 1, 2026; and California's ADMT regulations themselves took effect January 1, 2026, ahead of the 2027 compliance date.
When do Connecticut's notice duties start?
October 1, 2027, for automated employment decision tools deployed on or after that date: notice when a person interacts with the tool, and written notice before the tool is a substantial factor in an employment decision.
How long must ADMT records be kept?
Colorado requires compliance records for at least 3 years. The ADMT Notice Kit keeps one record for all states — notices, explanations, opt-outs, and reviews — held for three years.
Where do these dates come from?
The kit's own data: app/checker_data.py, verified against primary or authoritative sources on 2026-10-28 (statute text, official bill pages, the CPPA regulations), and the duty summaries in app/rules.py. This page restates that data; it adds no dates of its own.