The Connecticut Legislature completed their session on May 6, and although this is a shortened session a number of workplace legislation and regulations were approved and signed into law. The following is key legislation for most industries and employers and is effective October 1, 2026.

Wage Ranges Disclosed

Job advertisements and postings will need to include the position’s wage or wage range as well as a general description of the position’s benefits. A general description includes health insurance, retirement benefits, fringe, paid leave and other compensation. When not advertising or posting a position, the benefits disclosure is at the time of applicant inquiry or prior to discussion or offer of compensation.

There is now a stricter standard in determining a wage or wage range as employers are required to set wage ranges “in good faith” instead of what an employer may anticipate in setting ranges.

This new law applies to Connecticut employers with any position where the job duties occur in Connecticut, or when an employee is located outside of Connecticut but reports to a supervisor, office or worksite located in Connecticut. 

Breastfeeding/Lactation in the Workplace

The current regulation is updated to include that employers must provide “reasonable break times” (no definition of reasonable) for an employee to express breast milk or breastfeed on site. The current regulation stipulates that employee’s can express breast milk or breastfeed during a meal or break period. 

Notice of American with Disabilities (ADA) Rights

Employers must provide written notice of an employee’s right to reasonable workplace accommodation under the ADA. The notice must be given to new employees, current employees within 120 days of October 1, 2026 and any employee within 10 days of notifying the employer of a disability. This can be done by displaying the Connect DOL posting of this regulation.

Paycheck Transparency 

Employers with 100 or more employees will be obligated to provide a multi-language guide of the pay codes used for overtime and other commonly used pay codes such as hazard pay, holiday pay, on-call pay and others that are common to the employer. The guide must include no less than 10 (if applicable) pay codes, and be posted on the employer’s website in English, Spanish and other common languages spoken by its employees. Employers using a third-party payroll provider can work with the provider to produce a compliant guide.

Electronic Monitoring of Employees

This law amends Connecticut’s current law by requiring employers to provide notice to employees of the types of electronic monitoring occurring in the workplace:

• Provide specific workplace locations being monitored, and types that may occur;
• Post notice in the locations where monitoring occurs; and
• Give prospective employees hired a written statement in plain language advising of such monitoring. 

Prohibition of Employment Promissory Notes

The current law on promissory notes in employment is being expanded to all employers regardless of size. Employers will be prohibited from requiring a current or prospective employee to sign a promissory note as a condition of employment. Examples are to repay the employer for such as – training, sign-on bonuses if an employee leaves a job before a specific time period. Any current promissory notes with a condition of employment are void as of October 1. 

This new law does not prohibit or void current agreements that:

• Require employees to repay sums advanced to them;
• Require employees to repay for any property the employer has sold or leased to the employee;
• Require employees in the education sector to repay and follow terms with regard to a sabbatical leave; or
• Prohibit employees from entering into a program as part of a collective bargaining agreement.

What should employers do now to prepare for October 1?

Employers should:

• Train their managers and HR professionals on these new regulations and disclosures such as Breastfeeding, and ADA; 
• Update all position advertisements and postings to reflect the new wage range and benefits obligations;
• Create or work with payroll providers to provide a multi-language guide of commonly used pay codes; and
• Review current practices with promissory notes and electronic monitoring of employees.

We at KardasLarson are ready to assist employers in preparing for this and other regulations and compliance changes.