Seyfarth Synopsis: Connecticut’s new warehouse quota law—effective July 1, 2026—requires employers operating warehouse distribution centers to disclose productivity quotas to non-exempt workers and to maintain detailed work speed data. Employers who fail to provide the required notice may not take an adverse action against an employee for failing to satisfy a quota. The law also prohibits quotas that interfere with meal or bathroom breaks and creates strong anti- retaliation protections for employees. With steep penalties and a private right of action, covered employers must act quickly to review their quota practices, prepare written disclosures, and implement compliant data tracking and notification systems.
On March 3, 2026, Connecticut enacted emergency legislation (S.B. 298) requiring employers that operate warehouse distribution centers in the state to make certain disclosures to non-exempt employees who are subject to production quotas. This law becomes effective on July 1, 2026, but employers have until August 1, 2026 to distribute mandatory notices. Violation of the law has significant consequences for employers, including damages incurred by impacted employees due to employer violations, civil penalties, and attorney’s fees. For covered employers, preparation and caution are advisable.
What this Law Requires
Covered employers must provide employees with a written description of each quota to which they are subject, including any potential adverse employment...
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