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Connecticut Laws

Discover important state and local employment laws for Connecticut.
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Published: Jun 13, 2024

Connecticut Expands Scope of State Sick Leave

Connecticut Expands Scope of State Sick Leave
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Update Effective: January 1, 2025

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.

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Published: Jul 13, 2023

Connecticut Expands Use Eligibility under Paid Sick and Safe Leave Law

Connecticut Expands Use Eligibility under Paid Sick and Safe Leave Law
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Update Effective: October 1, 2023

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. 

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Published: May 18, 2023

Minimum Wage Increase: Connecticut

Minimum Wage Increase: Connecticut
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Update Effective: June 1, 2023

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.

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Published: Mar 16, 2023

State Retirement Program for CT Completes Rollout

State Retirement Program for CT Completes Rollout
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Update Effective: Mar 30, 2023

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.

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Published: Jan 12, 2023

Connecticut Erases Criminal Records and Expands Worker Protections

Connecticut Erases Criminal Records and Expands Worker Protections
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Update Effective: January 1, 2023

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.

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Published: Oct 13, 2022

Connecticut Expands Coverage For Additional Discrimination Protections

Connecticut Expands Coverage For Additional Discrimination Protections
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Update Effective: October 1, 2022

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.

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Published: Jul 14, 2022

Updated CT FMLA and CT Paid Leave Act Notice Requirements

Updated CT FMLA and CT Paid Leave Act Notice Requirements
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Update Effective: July 1, 2022

The Connecticut Family Medical Leave Act (CT FMLA) was amended to include specific notice provisions. Employers must now provide employees with written notice outlining their entitlement to leave and wage replacement benefits under CT FMLA and CT Paid Leave (CTPL) respectively. Notices must be provided to employees upon hire and annually thereafter. Employers should ensure that their new hire process and state-specific notices are up to date. The state has provided a model notice here.

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Published: Jul 14, 2022

Expanded Free Speech Protections in Connecticut

Expanded Free Speech Protections in Connecticut
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Update Effective: July 1, 2022

Connecticut recently expanded free speech protections in the workplace by prohibiting most employers from requiring their employees to attend meetings related to the employer’s political or religious leanings.

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Published: Dec 10, 2021

Connecticut Paid Leave Benefits Available to Employees & CT FMLA Expands

Connecticut Paid Leave Benefits Available to Employees & CT FMLA Expands
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Update Effective: January 1, 2022

Beginning on January 1, 2022, Connecticut Paid Leave (CTPL) benefits will be available for eligible Connecticut employees. Covered reasons for leave include receiving care for a serious medical condition, bonding with a new child, being impacted by family violence, and providing care for a loved one for serious medical- or service-related reasons.

Separate from Connecticut Paid Leave (CTPL), the Connecticut Family and Medical Leave Act (CT FMLA) will be expanding in 2022. CT FMLA will provide unpaid, job-protected leave for up to 16 weeks in a 24 month period or 12-14 weeks within a 12 month period, depending on the qualifying reason. CTPL benefits and CT FMLA leave may run concurrently where applicable.

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Published: Oct 14, 2021

Wage Transparency Law

Wage Transparency Law
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Update Effective: October 1, 2021

In addition to Connecticut's existing pay equity laws, the state has now enacted a new law that requires employers to disclose salary and wage ranges to Connecticut applicants and employees upon request.

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Published: Sep 16, 2021

Upcoming changes to CT FMLA

Upcoming changes to CT FMLA
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Update Effective: January 1, 2022

Connecticut has amended its existing state Family and Medical Leave Act (CT FMLA). Beginning January 1, 2022, CT FMLA will cover CT employers with at least one employee, the employee tenure requirement is reduced, and the definition of a ‘covered family member’ has been expanded. The maximum duration of leave an employee can take under CT FMLA has also increased from 16 weeks in a 24 month period to 12-14 weeks within a 12 month period, depending on the qualifying reason. Note: this is a separate leave program from Connecticut Paid Leave (CTPL), under which benefits begin in 2022.

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Published: Aug 11, 2021

Expanded Requirements for Workplace Lactation Rooms

Expanded Requirements for Workplace Lactation Rooms
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Update Effective: October 1, 2021

Governor Lamont recently signed a new law to require employers with one or more employees to provide a private space for employees to express milk. Among other requirements, this space must be a room or other location that is close to the work area and is not a restroom stall.

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This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.
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