The following article was first published on Shipman & Goodwin attorney Dan Schwartz’ Connecticut Employment Law Blog. It is reposted here with permission.
Oct. 1 may not seem like a big day, but for Connecticut employers, that’s the day that a bunch of new employment laws became effective.
None of this should be a surprise if you’ve followed this blog; I’ve reported on all the developments over the last several months.
But if this has still caught you off guard, I’ve got some highlights below and encourage clients to attend our in-person seminar later this month.
This post only covers some of the assortment of laws that went into effect today and is not intended as a replacement for individualized advice we provide to clients about all applicable laws.
Effective Oct. 1, 2026, all employers must ensure their internal and public job postings list the position’s wage range and a general description of benefits.
Benefits includes health insurance, retirement, fringe benefits, paid leave, and other non-wage compensation.
The new law also expands anti-retaliation protections to prohibit refusing to interview, hire, or promote, or terminating any applicant or employee for exercising their rights under this section.
Notably, the bill removes the availability of punitive damages but extends the statute of limitations from a one-year window to two years after the violation.
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