Intro to Connecticut Labor Laws

Connecticut passed a new law expanding many provisions of its existing sick leave law. These updates include applicability to smaller employers, accelerated minimum accrual rate of sick hours, expanded reasons for taking leave, new notice of rights and paystub requirements, and prohibitions on requiring employees to provide documentation to take sick leave, among others. Many of these updates will take effect on January 1, 2025 for covered employers with 25 or more employees. Requirements for covered employers with 11 or more employees will be effective January 1, 2026, while requirements for covered employers with 1 or more employees will be phased in on January 1, 2027.

Employers with Connecticut employees should review their onboarding and time off policies and procedures to ensure compliance with this updated law before January.

Beginning June 1, 2023, the minimum hourly wage in Connecticut will increase to $15.00 per hour. Employers should review all employee current compensation accordingly and make changes where necessary.

Connecticut’s ‘Clean Slate’ law creates new protections for candidates and employees who have, or may have, erased criminal records for cannabis possession and other designated misdemeanor charges. The new law bars employers from engaging in discriminatory actions, such as offering lower compensation or creating separate job conditions for those with erased records or other covered criminal backgrounds. Employers should review their current hiring and background check policies and practices with employment counsel to determine if any changes should be made.

On June 26, 2023, Connecticut enacted a law that enhances the existing provisions of the state's paid sick and safe leave law by broadening the eligible reasons for which covered employees can utilize their leave entitlements. In addition to existing eligible uses, employees may now use sick and safe leave for their own “mental health wellness day” or to care for a family member who is the victim of sexual violence or assault. Employers should review and revise their leave policies and educate employees on the new paid sick and safe leave uses. 

Following larger companies being phased in last year, now all employers in Connecticut with 5 or more employees will be required to participate in the state retirement program, MyCTSavings, or offer a retirement plan that meets certain minimum requirements.

Connecticut employers with 5 to 25 employees are required to register for MyCTSavings or register their exemption if they are already offering a qualified, employer-sponsored retirement savings plan, by March 30, 2023. Please note that Justworks will not be filing exemptions on behalf of customers.

The Connecticut Fair Employment Practice Act (CFEPA) expanded discrimination protections for employers, which included expanding the definition of ‘employer’ to include those with 1 or more employees. The CFEPA also added ‘domestic violence victim’ as a protected class, and will require employers to provide a reasonable accommodation to an employee who may need to access services related to domestic violence. Employers will be required to maintain confidentiality unless required or authorized by law to disclose information related to the employee’s status as a victim of domestic violence.