Connecticut employers:

The Connecticut governor has signed into law a wide-reaching bill that significantly expands employment protections and compliance obligations

Effective 10/1/26, CT employers must:

  • include on both internal and public job postings both the wage rate or range for the position and a general description of benefits to be offered. If no internal or public posting is available, the employer must make these same disclosures on the earlier of (1) the applicant’s request, or (2) prior to any discussion of or offer of compensation to the applicant. This applies to employees working in CT and out of state employees reporting to a supervisor or worksite in CT.
  • regardless of size, refrain from requiring employees/prospective employees to execute promissory notes as a condition of employment. An “employee promissory note” is an agreement that requires an employee to repay the employer a certain sum of money if employment ends before a stated period of time, and includes training reimbursement agreements. There are some narrow exceptions.
  • if they have 100+ employees, create and post on their website (in English, Spanish and other languages most spoken by the workforce), pay code guides for overtime and commonly used pay differentials, including shift differentials, on-call pay and hazard pay. Employers must include contact information for a contact to handle disputes related to hours calculations and pay differentials. The employer must provide either a web link or written copy of the pay code to the employee at the time of hire and must update this guide each time they add a new pay code for overtime or a new pay differential.
  • affirmatively provide “reasonable break times” for lactating employees to express breastmilk at the workplace in addition to time afforded during ordinary scheduled breaks.
  • provide employees with written notices of their right to reasonable accommodations in the workplace for disabilities pursuant to the Americans with Disabilities Act.

As of that effective date, employers must:

  1. provide this notice to new employees when they begin employment,
  2. provide this notice to existing employees within 120 days of October 1, 2026, and
  3. provide this notice to an employee who notifies the employer of their disability within 10 days of said notification.

This bill is an omnibus, 124-page bill containing numerous other provisions that may be relevant to your employment and business practices and decisions. We recommend you consult with counsel and review your existing agreements, policies, and practices to ensure conformance with these legal updates. We will continue to monitor these developments.