The following article was provided by Whittlesey. It is posted here with permission.
Connecticut employers should prepare for several significant changes to state workplace laws that will take effect beginning Oct. 1, 2026.
The new requirements address pay transparency, pay-code information, employment promissory notes, disability accommodation notices, lactation breaks, and the use of artificial intelligence in employment-related decisions.
Employers should review their hiring practices, payroll procedures, workplace policies, employee communications, accommodation processes, and use of automated employment technologies to determine what changes may be necessary.
Effective Oct. 1, 2026, Connecticut employers must include the wage or wage range and a general description of benefits in advertisements for employment opportunities, including internal and external job postings.
Employers with 100 or more employees will also be subject to new pay-code transparency requirements.
These employers must create a guide that explains the pay codes used for overtime and the employer’s most commonly used pay differentials, such as shift differentials, on-call pay, and holiday pay.
If applicable, the guide must include at least 10 pay codes and contact information for the office or individual designated to handle employee disputes regarding hours and pay differentials.
Employers must update the guide when they add a new pay code used for overtime or a pay...
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