Connecticut

Big Changes Ahead: Connecticut Introduces Required Training for Homemaker-Companion Agencies Beginning January 1, 2027, Connecticut homemaker-companion agencies will be required to provide at least eight hours of paid training to new and current employees from a list of training programs approved by Connecticut’s Department of Consumer Protection (DPC) on topics prescribed by statute. A homemaker-companion provides nonmedical, basic supervision and supportive services to ensure the well-being a…

TakeawaysConnecticut imposes new training, continuing education and recordkeeping requirements on homemaker-companion agencies and registries, effective 01.01.27.Covered agencies must provide at least eight hours of paid initial training and ongoing education.Covered agencies also must maintain detailed compliance records, while registries must verify worker training before placement.Related linkConnecticut Pub. Act No. 25-15Article

On May 29, 2026, Connecticut Governor Ned Lamont signed into law landmark bipartisan artificial intelligence (AI) legislation that will, among other things, restrict employers’ use of AI-powered tools in employment decisions and require employers to provide disclosures to employees before AI-related

On May 11, 2026, Governor Ned Lamont signed into law Substitute House Bill No. 5003, Public Act No. 26-12 , enacting comprehensive changes to the workplace that will impact Connecticut employers. This article addresses the most notable changes contained within Public Act No. 26-12’s expansive provis

On March 3, 2026, Governor Ned Lamont signed Senate Bill (SB) 298 into law, ushering in significant new standards applicable to warehouse workers and logistics operations in Connecticut.

It may already be April, but Connecticut employers still have several “new year” compliance updates to address. As spring approaches, now is a good time to dust off employee handbooks and make sure 2026 changes are fully implemented.

Warehouse Quota Notice Laws: Connecticut Joins the Club As we reported back in 2021, California passed a first-in-the-nation law requiring certain employers operating warehouses and distribution centers to provide notice to employees of any productivity quotas, along with an identification of the ad

The Connecticut Supreme Court recently issued an impactful decision that will affect how employers across the state handle security screening procedures and wage calculations. In Del Rio v. Amazon.com Services, Inc. , the court held that time employees spend undergoing mandatory security screenings

Changes are coming in 2026 to minimum wage, paid leave, and paid sick leave laws that will impact employers operating within Connecticut.

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

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 Octo

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 noncomplian

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. Whi

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 Enhance

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/

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

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 gradua

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