On May 11, 2026, Governor Ned Lamont signed into law Substitute House Bill No. 5003, Public Act No. 26-12, enacting comprehensive changes to the workplace that will impact Connecticut employers. This article addresses the most notable changes contained within Public Act No. 26-12’s expansive provisions.

• Connecticut’s recently enacted Public Act No. 26-12 introduces comprehensive workplace changes affecting employers in the state. Among the changes are provisions related to wage-range transparency, employment agreements, the minimum wage, adjustments for cannabis establishments, employees’ rights to reasonable accommodation under the ADA, breastfeeding accommodations, and paycheck transparency for large employers.
• Among the notable changes is an expanded wage-range disclosure requirement that obligates employers to now disclose benefits in addition to wage ranges in good faith to applicants early in the hiring process for positions with duties in or reporting to Connecticut. Retaliation for exercising wage disclosure rights is prohibited, though punitive damages for violations are no longer available.
• In addition, the law includes a ban on employment promissory notes. All Connecticut employers, regardless of size, are prohibited from requiring employees to repay sums if leaving before a set time, including training reimbursements, effective for agreements executed after October 1, 2026. Certain contractual provisions that permit employers to recover specific expenses,...

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