Changes are coming in 2026 to minimum wage, paid leave, and paid sick leave laws that will impact employers operating within Connecticut.
Articles about Connecticut Labor and Employment Law.
Connecticut Minimum Wage Set to Increase to $16.94 on January 1, 2026
On September 3, 2025, Governor Ned Lamont announced that the minimum wage in Connecticut will rise from $16.35 per hour to $16.94 per hour, effective January 1, 2026. This increase is the result of the indexing mechanism under Public Act 19-4, which ties the state minimum wage to the federal
Connecticut Court Says Employers Don’t Have to Permit Remote Work if It Would Eliminate an Essential Job Function Aug 18, 2025 4′
Connecticut to Become Thirteenth State to Adopt Uniform Mediation Act on October 1, 2025
All mediations in Connecticut initiated on or after October 1, 2025, will be governed by the Uniform Mediation Act (UMA), landmark legislation recently enacted that sets standards for fairness, confidentiality, and efficiency. The UMA will apply to all Connecticut mediation agreements beginning October 1, 2026.
Connecticut Tightens Enforcement of MyCTSavings Retirement Program
Connecticut employers, take note: Public Act No. 25-30/S.B. No. 1221 (“An Act Making Changes to the Connecticut Retirement Security Program”), effective July 1, 2025, has introduced a new enforcement framework for the MyCTSavings retirement program and with it, financial consequences for noncompliance.
On March 24, 2022, Connecticut launched the MyCTSavings
Connecticut Appellate Court Upholds Employer’s Right to Require In-Office Work
The Connecticut Appellate Court recently affirmed summary judgment in favor of a law firm employer, holding that a legal assistant’s request to work entirely remotely during the COVID-19 pandemic was not a reasonable accommodation under state anti-discrimination law. The decision in Castelino v. Whitman, Breed, Abbott & Morgan, LLC provides
Connecticut Governor Nixes Unemployment Compensation for Strikers
Connecticut Governor Nixes Unemployment Compensation for Strikers
On June 23, 2025, Connecticut Governor Ned Lamont vetoed the state legislature’s latest attempt to provide unemployment compensation benefits to strikers. The vetoed bill, entitled “An Act Concerning Protection for Workers and Enhancements to Workers’ Rights,” would have made employees who had been
WEBINAR: Recent Amendments to Connecticut’s Workers’ Compensation Act: A Response to Gardner v. State
Connecticut Legislature Overrules State Supreme Court on Workers’ Compensation
Connecticut Legislature Overrules State Supreme Court on Workers’ Compensation
Heeding outcry by employers, the Connecticut legislature has nullified the state Supreme Court’s interpretation of temporary partial disability provisions of the Workers’ Compensation Act.
tgelbman@littler.com Tue, 05/27/2025 – 12:17
Connecticut Legislature Passes Significant Amendments to Workers’ Comp Act in Response to Controversial Supreme Court Decision
Connecticut Supreme Court Significantly Shifts Workers’ Compensation Benefits
Connecticut Supreme Court Significantly Shifts Workers’ Compensation Benefits
The Connecticut Supreme Court recently ruled in Gardner v.
tgelbman@littler.com Mon, 04/28/2025 – 12:55
Reminder!! Connecticut’s Expanded Paid Sick Leave Law Takes Effective January 1, 2025
Effective January 1, 2025, Connecticut’s paid sick leave law is expanded to cover all employees working for a company with more than 25 employees.
Connecticut Court Ruling Clarifies ‘Recent Graduate’ Language in Job Ads: What Employers Need to Know
On October 29, 2024, the Connecticut Appellate Court issued an important decision in a case brought by the Connecticut Commission on Human Rights and Opportunities (CHRO), Commission on Human Rights and Opportunities v. Yale University. The court affirmed that phrases such as “recent college graduate(s)” or “recent graduate(s)” in job
Connecticut Adopts Narrow Definition of “Supervisor” for Hostile Work Environment Claims
The Connecticut Supreme Court recently adopted the U.S. Supreme Court’s relatively narrow definition of “supervisor” for use in determining when employers are liable under the Connecticut Fair Employment Practices Act (CFEPA) for creating or failing to remedy a hostile work environment. The decision provides employers with clarity as the term
Connecticut Supreme Court Adopts Federal Definition of ‘Supervisor’ for State Law Hostile Work Environment Claims
A “supervisor,” for purposes of a Connecticut state hostile work environment claim, is an employee who is empowered by an employer to take tangible employment actions, the Connecticut Supreme Court recently held in O’Reggio v. Commission on Human Rights and Opportunities, a decision that follows federal standards set forth in