Connecticut 2026 Legislative Update

This blog post is to provide you with a legislative update for Connecticut. The following bills may or may not affect posting requirements.

CT H 5003 Workforce Development and Working Conditions

Effective October 1, 2026:

Wage and Benefits Transparency

Employers cannot fail or refuse to provide a prospective employee with the wage range and a general description of benefits for the position. If the position was not publicly or internally advertised, this information must be provided upon the prospective employee’s request or prior to any discussion or offer of compensation.

Disability Accommodation Notice

Employers must provide written notice of an employee’s right to reasonable workplace accommodations under the Americans with Disabilities Act (ADA). The notice must be given to new employees at the commencement of employment, to existing employees within 120 days as of October 1, 2026, and employees disclosing a disability within 10 days of notifying the employer. Employers can comply with the notification by displaying a poster, which the Labor Commissioner is expected to create. The Labor Commissioner may also adopt regulations to establish additional notice requirements.

Lactation Accommodations

Employers must provide reasonable break times for an employee to express breast milk or breastfeed a nursing child on-site at the workplace. The breaks must be provided in addition to the employee’s regularly scheduled breaks.

Overtime Pay-Code

Employers with 100 or more employees must create and maintain a written overtime pay-code guide. The guide must explain overtime requirements and commonly used pay differentials, such as on-call, call-back, and holiday or weekend pay. The guide must be made available in English, Spanish, and other commonly used languages, provided to new hires, and updated when new pay codes are introduced.