The following article was first published in the Employment Law Letter section of Shipman & Goodwin’s website. It is reposted here with permission.
As the 2026 legislative session comes to a close, the Connecticut General Assembly has passed a sweeping bill impacting many aspects of the employer-employee relationship for private and public sectors alike.
From wage transparency and training repayment agreements to lactation accommodations, HB 5003 represents one of the most ambitious packages of workforce legislation that Connecticut has seen in recent years.
Below is a summary of the key changes that will affect most employers’ operations.
Connecticut’s existing wage transparency law is getting a significant overhaul.
Previously, Connecticut only required employers to provide the wage range upon request of an applicant or at the time an offer was made.
Connecticut will be joining California, Colorado, Hawaii, Illinois, Maryland ,Massachusetts, Minnesota, Nevada, New Jersey, New York, Rhode Island, Vermont, and Washington (plus D.C.), in requiring employers to post the wage range in job advertisements.
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 bill also expands anti-retaliation protections to prohibit refusing to interview, hire, or promote,...
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