New Podcast Episode: The New Connecticut Employment Laws

Connecticut’s 2026 legislative session produced one of the most ambitious workforce packages the state has seen in recent years. Several new laws take effect on October 1, 2026, and employers need to be preparing now.

In the latest episode of From Lawyer to Employer, I sat down with my colleague Sarah Niemiroski to walk through the most significant changes. Take a listen wherever you get your podcasts but for those who want a primer, here are the highlights.

Wage Transparency Gets an Overhaul

Starting October 1, employers must include the salary range in the job posting itself, not just when an applicant requests it. The range must be a legitimate reflection of expected compensation, and a general description of benefits must accompany it. The law covers Connecticut roles and out-of-state roles where the employee reports to a Connecticut supervisor or work site, including remote positions.

The law also expands anti-retaliation protections and extends the statute of limitations from one year to two years.

Update your job posting templates and train recruiters accordingly. Every posting on Indeed, LinkedIn, or your careers page will need a salary range and benefits summary.

Training Repayment Agreements Banned for All Employers

Connecticut already prohibited training repayment agreements (TRAPs) for employers with 26 or more employees. The new law removes the size threshold entirely. For agreements executed after October 1, 2026, no employer may require employees to repay training costs as a condition of leaving. Audit your onboarding documents and training agreements now.

Lactation Accommodation Is Now Mandatory

The existing lactation accommodation law moves from “may” to “shall.” Employers must provide a private lactation space (not a bathroom) with an electrical outlet, a surface for a breast pump, and access to running water or cold storage. Anti-retaliation protections apply, and the law covers any employer with one or more employees. Identify your lactation space now and confirm it meets the requirements.

ADA Notice Obligations Expand

Employers will now have a ten-day clock that comes into play when an employee raises a need for accommodation. These requests do not always arrive in formal language; an informal comment about needing help can trigger the obligation. Train supervisors and HR staff to recognize and escalate these conversations.

The AI Responsibility and Transparency Act

The CART Act regulates automated employment-related decision technology and hits hiring directly. It sets pre-decision notice requirements, clarifies that using AI tools is not a defense to a discrimination claim, creates whistleblower protections for AI developers, and requires disclosure on WARN Act notices if AI is used to identify who will be laid off.

Employers with 100 or more employees are subject to the core provisions. You will need bias testing results from your AI vendors, internal audits aligned to Connecticut’s “substantial factor” standard, and assurance that automated tools in hiring, promotion, and discharge are not engaging in discriminatory vetting. The onus is on the employer.

Key dates are staggered: some provisions take effect October 1, 2026, others January 1, 2027, and still others October 1, 2027. Calendar them.

Construction Industry Compliance

General contractors now face joint liability for wage violations by subcontractors. Revisit subcontractor agreements, tighten payroll due diligence, and update indemnification clauses. There is also a new daily record-keeping requirement on public works projects, with failure to file constituting a Class C misdemeanor.

Closing Notes

Federal laws remain in effect alongside these changes; Connecticut’s new laws layer on top and in most cases provide broader protections. There is a lot for employers to do. You can listen to the full episode on Apple Podcasts, Spotify, or wherever you get your podcasts.

And stay tuned for new episodes of the podcast returning in just a few weeks with a new host for this season. And you just might know her from this podcast.