Connecticut enacted a wide-ranging labor and employment bill on May 11, as Governor Ned Lamont signed Public Act No. 26-12 into law following the end of the state’s legislative session. The act introduces significant changes to workplace laws across public and private sectors, affecting employers in various industries.
The new law is notable for its scope, spanning over 120 pages and combining provisions from numerous bills introduced during the session. It addresses issues such as liability for unpaid wages in construction trades, expanded workers’ compensation for employees injured by workplace assaults, revised pay transparency requirements, additional break time for nursing mothers, and broader rights for police officers, firefighters, and veterans.
Effective October 1, 2026, all employers must include wage ranges and benefits information in job postings. The act also eliminates tip credits at cannabis establishments and requires plain-language guides explaining overtime codes for companies with at least 100 employees. Employers involved in prevailing wage projects must keep detailed daily attendance records subject to public inspection under the Freedom of Information Act.
For contracts entered after January 1, 2027, general contractors will be jointly liable for unpaid wages owed by subcontractors on construction projects. Additionally, successor employers taking over certain service contracts will be required to retain existing service workers for at least ninety days under specified conditions.
Healthcare provisions include access to virtual monitoring evidence used in disciplinary actions against direct care staff serving Department of Developmental Services or Department of Social Services clients. Hospitals must report nurse staffing plan variances biannually starting January 1, 2027. Workers’ compensation benefits are enhanced for teachers and healthcare providers assaulted at work—entitling them to full salary continuation without a cap while recovering from injuries sustained due to physical or negligent assault.
The act also expands disability accommodations by requiring employers to notify staff about Americans with Disabilities Act rights within specific timelines starting October 1, 2026. Lactation accommodation rules are broadened so that reasonable break times—not just regular meal breaks—must be provided upon request.
Public Act No. 26-12 marks Connecticut’s most comprehensive update of workplace laws in recent years and places new compliance demands on employers throughout the state.
