What Do Employers Need to Know About Connecticut’s New Employment Laws?

Connecticut passed a number of new employment laws this year. Here’s what they require and when they take effect.

Effective October 1, 2026

Wage and Benefits Disclosures

Connecticut is expanding its pay transparency requirements for both job postings and current employees.

• For job postings: Any internal or public job posting must include the wage range and a general description of the benefits offered with the position.

• For positions not posted: If you're filling a role without a formal posting, you must provide the applicant with the wage range and benefits description upon the earlier of their request or any discussion of compensation.

• For current employees: You must disclose the wage range and benefits for a position when you hire an employee, when their position changes, or when they ask for the first time.

You cannot retaliate or discriminate against an applicant or employee for requesting this information. That means no refusing to interview, refusing to hire or promote, or terminating someone because they asked.

Lactation Breaks

Employers must provide reasonable breaks for an employee to breastfeed or pump. These breaks are in addition to the employee's regularly scheduled breaks.

Pay Code Guides

If you have 100 or more employees, you are required to create a guide for pay codes covering overtime and your most commonly used pay differentials, such as shift differentials, on-call pay, or holiday pay.

The guide must:

• Include at least ten pay codes (if you have that many)

• Be posted on your website in English, Spanish, and the other most common languages spoken by your employees

• Include contact information for whoever handles employee pay disputes

• Be updated any time a new pay code is added

• Be provided to each new employee upon hire, with the web address included on their pay records

If you use a third-party payroll services company that already provides a pay code guide, you may already be in compliance. If you don't maintain a website, you're not required to build one, but you will need to provide a written copy of the guide to employees at hire.

Artificial Intelligence in Employment Decisions

If you use automated employment-related decision technology, meaning AI or automated tools that help you make employment decisions, you have new notice obligations.

Before using such technology to make an employment decision, you must provide written notice to the affected applicant or employee disclosing:

• That you've deployed the technology

• Its purpose and the nature of the decision being made

• The trade name of the technology

• The categories of personal data it will analyze, and how that data factors into the decision

• The sources of that data

• Your contact information

If the technology interacts directly with applicants or employees, like an automated screening tool or chatbot, you must also disclose in plain language that they are interacting with an automated system, unless it would be obvious to a reasonable person that they are.

Promissory Notes

Connecticut previously prohibited employment promissory notes only for employers with 26 or more employees. Now, all employers are prohibited from requiring an employee or applicant to sign one.

An employment promissory note is an agreement that requires an employee to pay the employer money if they leave before a set period of time has passed.

Reasonable Accommodation Notice

Employers must provide written notice of an employee’s right to reasonable workplace accommodations under the Americans with Disabilities Act (ADA). This notice is required:

• For new employees, at the start of employment

• For existing employees, within 120 days of October 1, 2026

• For any employee who notifies you of a disability, within ten days of that notification

Effective January 1, 2027

Subcontractor Wage Liability

Connecticut contractors can now be held liable for their subcontractors' wage violations. If a subcontractor fails to pay an employee for work performed under a construction contract, the employee or their union can bring a civil action against the subcontractor, the contractor, or both.

If you need help updating your policies and practices to comply with these new laws, contact Levene Legal today.