Connecticut Governor Ned Lamont recently signed into law House Bill 5003, titled An Act Concerning Workforce Development and Working Conditions, which was enacted as Public Act 26-12 (“the Public Act”). This sweeping legislation contains a number of significant changes affecting employers.

What You Need to Know

• Broad Legislative Support: The Public Act was touted by the governor as a comprehensive pro-worker bill that garnered overwhelming bipartisan approval.
• Many Facets of Employment Addressed: The Public Act addresses a wide range of employment issues, including pay transparency, wage and hour matters, accommodation, and limitations on certain employment-related contracts.
• Quick Employer Action Required: With most of the Public Act’s provisions taking effect just over three months from now, private employers have a limited time to update their policies, contracts, and procedures.

This Insight breaks down this legislation, which contains a total of 75 sections of new laws (many aimed at public employment), to highlight the provisions that will affect private employers. Unless otherwise noted, these changes will become effective on October 1, 2026.

Pay Transparency: Mandatory Wage and Benefits Disclosures

The Public Act amends Connecticut’s existing pay equity law in several notable ways.

New Job Posting Disclosures

All job postings, whether internal or external, will be required to include the wages or wage range for the position and a general description of the...

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