Workplace AEDs: Is Training Required?

Do we have to provide training for employees if we have an AED on site? What happens if someone uses it without training—are they liable? Are we?

This month, CBIA’s Delmarina López answers this commonly asked question from employers.

While training is not required, it is highly recommended. And luckily, Good Samaritan laws generally protect you and the person who administers the AED assistance from liability.

AED Use

Connecticut does not require employers to provide AED training, but offering it is strongly encouraged.

In an emergency, even basic training can help employees act quickly and confidently. It’s a small investment in workplace safety that can make a big difference when every second counts.

According to OSHA, AEDs should be:

• Clearly marked with signage
• Easily accessible
• Equipped with simple, clear instructions

Also, don’t overlook regular maintenance. Employers should establish a routine check to ensure the device is in optimal working condition.

An AED that isn’t charged, missing parts, or out of date won’t do much good in an actual emergency.

What About Legal Liability?

Connecticut’s Good Samaritan Law (C.G.S.A. § 52-557b) offers strong legal protections for individuals and businesses when AEDs are used in good faith during an emergency.

Here’s what the law says:

“A person operating an automatic external defibrillator, who, voluntarily and gratuitously and other than in the ordinary course of such person’s employment or practice, renders emergency medical or professional assistance to a person in need thereof, shall not be liable to such person assisted for civil damages for any personal injuries which result from acts or omissions by such person in rendering the emergency care, which may constitute ordinary negligence.”

It further adds that, “a person or entity that provides or maintains an automatic external defibrillator shall not be liable for the acts or omissions of such person or entity in providing or maintaining the automatic external defibrillator, which may constitute ordinary negligence.”

The statute does, however, clarify that “the immunity provided in this subsection does not apply to acts or omissions constituting gross, willful or wanton negligence.”

What Might Constitute Gross, Wilful, or Wanton Negligence? 

Intentionally ignoring obvious equipment defects, refusing to maintain the AED, intentionally refusing to comply with the aforementioned OSHA requirements, or using it in a reckless or deliberately harmful way could potentially fall into that category.

As long as the AED is properly maintained and used in good faith, these situations are highly unlikely.

In short, as long as someone is acting in good faith, trying to help, and not acting with clear disregard for safety, neither the employee nor the business will be held liable if an AED is used during an emergency.

As long as the AED is properly maintained and used in good faith, these situations are highly unlikely.

If you’ve invested in an AED, it makes sense to take the extra step and provide training.

It’s not about meeting a requirement—it’s about making sure people feel ready to respond.

And no, OSHA isn’t asking you to run an AED bootcamp or hand out training certificates. But a quick lunch-and-learn? Probably not a bad idea. 

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For more information, contact CBIA’s Delmarina López (860.244.1982).