Connecticut has enacted sweeping new workplace legislation, signed into law on May 11, 2026, that introduces major compliance changes for employers. While the law covers a broad range of workplace issues, most provisions take effect on October 1, 2026. 

Here are the key updates you need to know:

• Expanded Wage and Benefit Disclosures: Employers must now disclose both good-faith wage ranges and a description of available benefits (like health insurance and paid leave) to applicants early in the hiring process. This applies to positions physically in Connecticut, as well as out-of-state roles that report to a Connecticut-based site or supervisor. 
• Promissory Note Ban for All Employers: The existing ban on requiring employees to repay money (such as training reimbursements) if they leave a job before a set time has been expanded to cover all employers, regardless of size, for agreements signed on or after October 1, 2026. 
• New ADA Notice Mandates: Employers must provide written notice of an employee’s right to reasonable accommodations under the Americans with Disabilities Act (ADA) to all new hires, existing employees (by January 29, 2027), and within 10 days of an employee disclosing a disability. Employers can also comply by prominently displaying an official Connecticut Department of Labor poster. 
• Expanded Breastfeeding Protections: The law expands workplace protections by requiring employers to provide reasonable break times for breastfeeding or expressing milk in addition to an employee’s regularly scheduled breaks. 
• Paycheck Transparency for Large Employers: Companies with 100 or more employees must create and maintain a multilingual guide defining at least 10 pay codes used for overtime and pay differentials (like shift or hazard pay). A link or copy of this guide must be provided to employees upon hire and included on their records of hours.