While significant bills impacting Connecticut employers were signed into law, proposed employer mandates on pay transparency, paid sick leave, and predictive scheduling failed to gain the necessary votes for passage in 2023. Here are some of the year's notable legislative developments.

These bills passed, effective Oct. 1, unless otherwise noted:

• Uses for Paid Sick Leave: This law expands covered uses to include a "mental health wellness day," i.e., a day during which the individual attends to their emotional and psychological well-being. Additionally, the law allows a covered employee to use leave not only if they personally are a victim of family violence or sexual assault, but also if they are a parent or guardian of a child who is a victim. The time off is for medical care, psychological or other counseling, obtaining services from a victim services organization, relocating due to family violence or sexual assault, or participating in any civil or criminal proceedings related to or resulting from family violence or sexual assault. Other proposed expansions to Connecticut's paid sick leave law to apply beyond currently covered service workers were not successful.
• Antidiscrimination Statute: This law revises the state's nondiscrimination statutes to add age as a protected characteristic. Age discrimination in employment was previously prohibited in a separate section. The law also defines sexual orientation to mean "a person's identity in relation to the gender or...

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