Connecticut’s 2026 legislative session imposed significant workplace obligations on employers and others through the enactment of Public Act No. 26-12, An Act Concerning Workforce Development and Working Conditions in the State. The Act expands pay transparency, disability accommodations, wage enforcement, and worker retention obligations, with phased effective dates beginning in October 2026 and continuing into 2027. The Act affects public- and private-sector employers and imposes significant obligations on both.

Key Takeaways

• Beginning October 1, 2026, Connecticut employers must expand pay and benefits disclosures in job postings.
• Within 120 days of October 1, 2026 (by January 29, 2027), employers must provide notices to employees regarding the right to request disability-related reasonable accommodations.
• The Act imposes joint and several liability for certain unpaid wages on covered construction projects beginning January 1, 2027.
• Effective October 1, 2026, the Act adds new prevailing-wage recordkeeping requirements and clarifies the method by which prevailing wage rates are calculated.
• Beginning July 1, 2027, successor employers and contractors will be required to retain workers provided through certain covered service contracts for a minimum of 90 days.

Enhanced Workers’ Compensation Benefits for Health Care Workers and Educators Assaulted at Work

Effective October 1, 2026

The Act increases workers’ compensation benefits for health care workers and educators who...

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