A: No: tuition reimbursement agreements like yours are still enforceable. But you do need to draft these agreements very carefully to ensure that they comply with Connecticut law.
The legislation that you heard about pertains to employment promissory notes—agreements that require employees to pay their employers if they leave the job before a specific period of time.
For example, many employers spend significant money on worker training, and want this money reimbursed if employees benefit from the training but then leave the job shortly thereafter.
Connecticut law has regulated these types of agreements for many years.
Our legislature has identified them as against public policy, since they penalize workers for leaving their jobs, thus contradicting at-will employment laws which allow both the employer and employee to end employment without penalty.
Until this year, the law prohibiting employment promissory notes applied only to employers with 26 or more employees.
The new legislation, which takes effect Oct. 1, 2026, applies to all employers. Thus, beginning Oct. 1, all Connecticut employers are prohibited from requiring their workers to sign employment promissory notes.
It’s crucial then for employers to understand what is, and what is...
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