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Connecticut lawmakers recently approved broad new workplace obligations on employers and expanded protections for employees across several areas. These changes go into effect starting October 1, 2026.
Key Changes for Connecticut Employers
Expanded Pay Transparency Requirements
Connecticut employers must include a wage or range, along with a general description of benefits, in internal and external job postings. The pay transparency requirements apply to jobs that will be performed within the state, as well as jobs performed outside the state that report directly to a supervisor, office, or worksite located within Connecticut.
Paystub Transparency
Connecticut employers with 100 or more employees must provide detailed written or electronic wage statements, including hours worked, gross pay (showing straight time and overtime separately), deductions, and net pay. Such employers must also create a guide for pay codes for overtime and commonly-used pay differentials and make this guide available online in multiple languages.
Prohibition on Repayment Agreements
Connecticut employers may not require employees to sign repayment agreements as a condition of employment. This does not include repayment of cash advances, payment for employer-provided property, certain sabbatical agreements, and collective bargaining arrangements.
New Lactation Accommodation Requirements
Connecticut employers must provide reasonable break time for employees to express breast milk at the workplace, in addition to other regularly scheduled breaks.
Notice of Right to Reasonable Accommodations
Connecticut employers must provide written notice of the right to a reasonable accommodation under the ADA to new hires, existing employees (within 120 days of October 1, 2026), and employees who disclose a disability (within 10 days of disclosure). Compliance may be achieved by posting an official ADA workplace notice in a conspicuous place.
We will continue to monitor new developments and provide updates as implementation guidance becomes available.
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