Connecticut employers have new workplace rules to prepare for. In May 2026, Governor Ned Lamont signed Public Act 26-12, a broad law that covers hiring, pay, employee breaks, construction wages, service workers, and other employment issues. Many of its provisions take effect on October 1, 2026.

The employment law attorneys at Wofsey Rosen can help Connecticut businesses understand these changes and update their workplace practices. Employers may need to review job postings, employee handbooks, payroll procedures, contracts, and other documents before the new rules take effect.

Job Postings Will Need More Pay Information

Connecticut already requires employers to provide certain wage information to workers and job applicants. The new Public Act 26-12 adds another requirement. Beginning October 1, employers generally must include the wage or wage range for a position in public and internal job postings. They must also provide a general description of the benefits offered with the job.

Employers must set the wage range in good faith. They should review job posting templates now and ensure that managers, human resources staff, and outside recruiters use the correct information.

This is also a good time to review how the company determines starting pay. Connecticut law already bars employers from asking applicants about their wage and salary history unless the applicant voluntarily provides it.

Larger Employers Face New Paycheck Transparency Rules

Employers with 100 or more employees will have another requirement beginning October 1, 2026. Covered employers must create a guide explaining certain codes used for overtime and other types of extra pay.

The guide may cover items such as shift pay, on-call pay, hazard pay, callback pay, holiday pay, or other pay differences. It must also tell employees whom to contact with questions or concerns about their hours or wages. Employers should work with payroll and human resources staff to make sure these guides match the codes on employees’ pay records.

Employees Will Have Broader Rights to Lactation Breaks

Connecticut already protects employees who need to breastfeed or express breast milk at work. Public Act 26-12 expands those protections.

Beginning October 1, employers must provide reasonable break time for an employee to breastfeed at work or express milk for a nursing child. This time must be available in addition to the employee’s regularly scheduled breaks.

Employers should update written break policies and make sure supervisors understand the new rule. Managers should know how to handle these requests without treating the extra break time as an attendance or performance problem.

Some Employee Repayment Agreements Will Be Restricted

Connecticut law also limits certain agreements that require workers to repay an employer if they leave their job before being employed for a specified period. Employers sometimes use these when they pay for training or other employment costs.

Before the new law, this restriction generally applied to larger employers with at least 26 employees. However, Public Act 26-12 expands the rule to employers of all sizes beginning October 1, 2026.

Small businesses that use training repayment agreements, promissory notes, or similar contracts should have those documents reviewed. A form that worked in the past may no longer comply with Connecticut law.

Construction Companies Could Be Responsible for Unpaid Wages

The law also makes an important change for the construction industry. For certain construction contracts entered into on or after January 1, 2027, general contractors can be held jointly responsible for wages that subcontractors fail to pay their workers.

That means a general contractor could face a wage claim even though it did not directly employ the worker. Contractors may want to take a closer look at the companies they hire and how those businesses handle payroll. Construction companies should also review their subcontract agreements, recordkeeping practices, and procedures for confirming that workers have been properly paid.

Some Service Workers Will Receive Added Job Protection

Public Act 26-12 also protects certain employees when a service contract changes hands. The rules apply to covered locations that may include large apartment buildings, commercial centers, airports, schools, hospitals, warehouses, and private colleges.

When a new company takes over a covered service contract, it generally must keep the prior contractor’s covered employees for at least 90 days. Employees who perform their jobs satisfactorily during that period generally must then receive an offer of continued employment. Businesses that provide or purchase cleaning, maintenance, security, or similar services should determine whether the new requirements apply before changing contractors.

What Connecticut Employers Should Do Now

Public Act 26-12 contains 75 sections, and not every rule will apply to every workplace. However, the law is broad enough that most employers should review their current practices before October 1. Employers may want to:

• Update public and internal job posting templates.
• Review payroll codes and employee pay information.
• Revise lactation and break policies.
• Review employee repayment and training agreements.
• Check construction and service contracts for new duties.
• Train managers and supervisors on the changes.

Employers should also ensure the people responsible for compliance work together. Human resources, payroll staff, managers, recruiters, and outside vendors may each handle a different part of these new requirements. Keeping records of policy updates, manager training, and revised forms can also help demonstrate that the company took reasonable steps to comply with the law.

A short review now can prevent larger problems later. Old forms, handbook language, or hiring practices may be easy to overlook until an employee raises a complaint.

Preparing for Connecticut’s Changing Employment Laws

Connecticut employers do not need to change every workplace policy at once. However, they do need to know which parts of the new law apply to their business and when those rules begin.

Reviewing policies, contracts, and payroll practices before the effective dates gives employers time to correct problems and explain new procedures to managers. It can also help employers spot older policies that conflict with newer state requirements before those issues cause disputes. With several changes arriving at the same time, preparing early may be the easiest way to avoid confusion and employment disputes later.