Connecticut HR Compliance Guide for Employers

Connecticut has moved faster than almost any other state to expand employee protections since 2019. The CFEPA anti-discrimination law now covers employers with one employee, the lowest threshold in the country. CT FMLA applies at one employee. Workers' compensation is required at one employee. A mandatory two-hour sexual harassment training requirement kicks in at three employees. And Connecticut's recording consent rules create a dual system that catches employers off guard: all-party consent for telephone calls, one-party consent for in-person conversations. FirstHR helps small Connecticut businesses track every compliance deadline automatically.

For HR onboarding, this means that virtually every employment law in the state applies to your business from the moment you hire a first employee. This guide covers every major compliance requirement as of 2026.

What Makes Connecticut Different From Every Other State

Connecticut stands alongside California and New York as one of the three most employee-protective states in the country. What sets it apart even from those two is the breadth of its low-threshold requirements. While California and New York still have minimum employee thresholds for most laws, Connecticut has eliminated those thresholds for its core anti-discrimination and family leave statutes.

Five compliance features distinguish Connecticut from every neighboring state and from federal law:

The Connecticut Fair Employment Practices Act covers all employers with one or more employees and prohibits discrimination based on 18 protected classes. No other state has a broader combination of employer coverage and number of protected classes. For an employer with five workers, every CFEPA protection applies in full.

Connecticut's recording consent rules create a dual system that has no parallel in most states. Telephone and electronic communications require all-party consent under CGS § 52-570d; violation is a Class D felony. In-person conversations require only one-party consent under CGS § 53a-187. This distinction matters enormously for HR departments that conduct investigations, performance conversations, and remote-work calls.

Connecticut is one of the very few states where statutory law extends First Amendment free speech protection to private sector employees. CGS § 31-51q prohibits employers from disciplining or discharging employees for exercising constitutionally protected speech rights. This is unique in the country.

The implied contract doctrine under Connecticut case law is more employer-threatening than in most states. In Torosyan v. Boehringer Ingelheim Pharmaceuticals, 234 Conn. 1 (1995), the Connecticut Supreme Court held that handbook provisions for progressive discipline or for-cause termination create an implied employment contract. An employer cannot unilaterally change those terms without the employee's express acceptance. A handbook without a clear at-will disclaimer is an enforceable contract in Connecticut.

Paid sick leave is expanding to reach every Connecticut employer by January 1, 2027. The pace of expansion under PA 24-8 is faster than any comparable law in the country. Employers with 11 or more employees become covered January 1, 2026.

Employment Law Fundamentals Every Connecticut Employer Must Know

Connecticut is an at-will employment state, but with a set of exceptions that are broader and more plaintiff-friendly than in most comparable jurisdictions.

At-will employment and its exceptions

The public policy exception in Connecticut dates to Sheets v. Teddy's Frosted Foods, Inc., 179 Conn. 471 (1980), one of the earliest and most frequently cited public policy wrongful discharge cases in the country. The implied contract exception was recognized in Finley v. Aetna Life and Casualty Co., 202 Conn. 190 (1987), and significantly strengthened in Torosyan (1995). Connecticut's employee handbook risk is higher than in most states: progressive discipline language, for-cause termination procedures, or any policy implying that employment will continue unless certain conditions are met can create a binding contract if no clear disclaimer is present.

Worker misclassification: the ABC test

Connecticut uses an ABC test for worker classification under CGS § 31-222(a)(1)(B)(ii). A worker is presumed to be an employee unless the employer proves all three conditions: the worker is free from direction and control both by contract and in actual practice; the service is performed either outside the usual course of the employer's business or outside all of the employer's places of business; and the worker is customarily engaged in an independently established trade, occupation, profession, or business of the same nature as the service performed. Penalties include up to 50% of unpaid UI contributions plus interest, back pay, and civil penalties of $300 per worker per violation. The CT DOL conducts proactive worksite audits.

Whistleblower protection

Private sector employees are protected under CGS § 31-51m for reporting violations of law or regulation to a public body. The statute of limitations is 90 days. Public sector whistleblower protection operates under CGS § 4-61dd for reports of corruption or waste to the Auditors of Public Accounts or the Attorney General. The Sheets doctrine also protects internal whistleblowing under common law.

Hiring and Onboarding Checklist for Connecticut Employers

Connecticut new hire paperwork involves multiple mandatory written notices at hire, a state withholding form distinct from the federal W-4, and criminal history rules that apply from the initial application stage. A complete employee onboarding checklist helps ensure no Connecticut-specific requirement is missed.

Background checks: ban-the-box and Clean Slate

CGS § 31-51i and § 46a-80 prohibit asking about criminal history on the initial job application for private employers, effective January 1, 2017. Criminal history inquiry is permitted at later stages, but employers must note that erased records cannot be disclosed or required to be disclosed. The penalty is $300 per violation enforced by the Labor Commissioner.

The Clean Slate Act (PA 21-42, CGS § 54-142a(e)) provides automatic expungement of qualifying records effective January 1, 2023, with automatic erasures beginning in 2024 and 2025. Misdemeanors are erased after 7 years from the last conviction; Class D, E, and certain unclassified felonies after 10 years. Once erased, these records are legally as if they never existed. Employers cannot require disclosure of erased records.

Drug testing

Connecticut substantially restricts employer drug testing under CGS §§ 31-51t through 31-51aa. Pre-employment testing is permitted with written notice to the applicant. Current employees may only be tested upon reasonable suspicion of impairment that affects job performance. Random drug testing is prohibited without approval from the Labor Commissioner, which is granted only for high-risk or safety-sensitive occupations. Since July 1, 2022, a positive THC-only test cannot be the sole basis for refusing to hire or for taking adverse action, unless the employer has a written policy, the position has federal requirements, or the role is safety-sensitive under CGS § 21a-422p.

Pay transparency

Since October 1, 2023, all Connecticut employers with one or more employees must include a wage range and a general description of benefits in every job posting, internal and external. This requirement applies to postings placed directly, through staffing agencies, and on social media. Current employees must also receive an annual wage range disclosure. Violations carry civil penalties of $1,000 to $10,000 plus punitive damages and attorney fees. The salary history ban has been in effect since January 1, 2019: employers cannot ask about or use prior salary history to set compensation.

Connecticut Wage and Hour Rules That Catch Employers Off Guard

Connecticut's onboarding documents contain several provisions more protective than federal law, and two that are among the strictest in the country: the final paycheck timing rule and the pay stub criminal penalty.

Minimum wage

Connecticut's minimum wage reached $15.00 per hour on June 1, 2023, and has been indexed to the federal Employment Cost Index since that point. The 2025 rate is $16.35 per hour and the 2026 rate is $16.94 per hour. The CT DOL Commissioner announces the upcoming rate by October 15 each year, with the new rate taking effect January 1. Employees under 18 may be paid 85% of the standard rate during their first 90 days. The tipped minimum wage is $6.38 per hour for hotel and restaurant service staff and $8.23 per hour for bartenders, with the requirement that tips plus the base rate must equal the full minimum wage, with employer making up any shortfall. Both tipped rates are scheduled to be phased out by July 1, 2027.

Overtime

Connecticut requires 1.5 times the regular rate for hours over 40 per week under CGS § 31-76c, mirroring federal FLSA. There is no daily overtime requirement and no weekend or holiday premium for most employers. One Connecticut-specific provision: hotel and restaurant employers must pay a premium for an employee's seventh consecutive day of work in a workweek.

Mandatory meal breaks

CGS § 31-51ii requires a 30-consecutive-minute unpaid meal break for any shift of 7.5 or more consecutive hours. The break must be scheduled after the first two hours and before the last two hours of the shift. The break may be unpaid only if the employee is completely relieved of duties. Exceptions apply when fewer than five employees are working on a shift, when there is a written agreement to a different schedule, or when the employer provides 30 or more minutes of paid breaks. Connecticut has no state requirement for rest breaks under 30 minutes; federal rules require that short rest breaks be compensated.

Final paycheck

When an employer discharges an employee, the final paycheck is due on the next business day under CGS § 31-71c. This is one of the three strictest final pay deadlines in the country. When an employee quits voluntarily or is laid off, the deadline is the next regular payday. Vacation pay accrued under an employer's written policy must be included. Double damages plus attorney fees apply for any violation under CGS § 31-72. Violations also constitute a Class D felony.

Pay stubs

Every pay stub must show hours worked, gross earnings with straight-time and overtime shown separately, itemized deductions, and net pay under CGS § 31-71f. Employers must provide written notice of the pay rate, hours, and pay schedule at hire. Electronic delivery of pay stubs is permitted with explicit employee consent. Violation of Connecticut pay stub requirements is a Class D felony with fines of $2,000 to $5,000 per offense.

Connecticut Paid Sick Leave: What Every Employer Needs to Know in 2026

PA 24-8, signed in May 2024, transformed Connecticut's paid sick leave law from a narrow service worker program to one of the broadest in the country. The expansion is phased by employer size, with the next threshold change effective January 1, 2026.

Starting January 1, 2026, employers with 11 or more employees must provide paid sick leave. Employees accrue 1 hour of paid sick time for every 30 hours worked, up to 40 hours per year. Employers may also front-load 40 hours at the start of the year. Unused hours carry over up to 40 hours into the next year. The law covers all employees except seasonal workers employed for 120 or fewer days per year and certain construction trade union members.

Qualifying uses include the employee's own illness, injury, or medical care; care for a family member's illness or medical care; effects of domestic violence, sexual assault, or stalking; and public health emergency closures or quarantine situations. The family member definition is broad: spouse, sibling, child of any age, grandparent, grandchild, parent, and any individual related by affinity.

Employers may not require documentation about the nature or purpose of the leave. Pay stubs must reflect accrued and used sick leave hours. Penalties are $100 per recordkeeping violation and $500 per substantive violation.

Every Leave Law Connecticut Employers Need to Track

Connecticut's leave law landscape is complex because it involves three separate programs that can overlap: CT FMLA (job protection), CT PFML (wage replacement), and federal FMLA. Understanding how they interact is essential.

CT PFML in detail

The Connecticut Paid Family and Medical Leave program at CGS §§ 31-49e through 31-49t is administered by the CT Paid Leave Authority through Aflac as its third-party administrator. Contributions began January 1, 2021; benefits became available January 1, 2022. The program is funded entirely by a 0.5% employee payroll deduction. In 2026, the cap applies to the Social Security wage base of $184,500, making the maximum annual employee contribution $922.50. The maximum weekly benefit is $1,016.40. Benefits are taxable income reported on Form 1099-G. More information is at ctpaidleave.org.

Employees apply directly to the CT Paid Leave Authority; the employer completes an employer verification form within 10 calendar days. Employers must register at ctpaidleave.org, collect and remit the 0.5% deduction quarterly, post notices, and provide written notice at hire and annually. Private plan exemptions are available with equivalent or greater benefits and a majority employee vote.

CT FMLA in detail

The Connecticut FMLA at CGS §§ 31-51kk through 31-51qq applies to all private employers with one or more employees since January 1, 2022. Employees become eligible after three consecutive months of employment, a significantly lower bar than federal FMLA's 12-month and 1,250-hour requirements. The leave provides 12 weeks of unpaid, job-protected leave per 12-month period, plus two additional weeks for pregnancy incapacitation. The family member definition is broader than federal FMLA, including siblings, grandparents, grandchildren, in-laws, and equivalent-by-affinity relationships. More information is at portal.ct.gov/dol.

Domestic violence leave

Employers with three or more employees must provide up to 12 days of unpaid leave per year under CGS § 31-51ss for employees who are victims of domestic violence, stalking, sexual assault, or kidnapping, or whose immediate family members are. Leave may be used for medical or psychological care, victim services, relocation, or court proceedings. The employee may use accrued paid leave during this time. Separate from the leave right, domestic violence victims became a protected class under CFEPA effective October 1, 2022.

Voting leave: expired

Connecticut's voting leave law at CGS § 31-57y expired June 30, 2024 and was not renewed. The legislature adopted in-person early voting through PA 23-5, eliminating the practical need for employer-provided voting time. There is currently no Connecticut obligation to provide employees with time off to vote. Note that CGS § 9-365 remains in effect as a criminal prohibition on any attempt to influence how an employee votes.

Anti-Discrimination Rules Under CFEPA: The Broadest in the US

The Connecticut Fair Employment Practices Act at CGS § 46a-60 is enforced by the Connecticut Commission on Human Rights and Opportunities (CHRO) and represents the broadest compliance onboarding framework of any state in the country. The filing deadline is 180 days from the last discriminatory act. More information is at portal.ct.gov/chro.

LGBTQ+ protections: among the earliest in the country

Connecticut added sexual orientation to CFEPA in 1991, making it one of the first states to provide statutory LGBTQ+ employment protection. Gender identity and expression were added in 2011 under PA 11-55, well before the federal Bostock v. Clayton County decision in 2020. Both protections apply at one employee.

Mandatory sexual harassment training

The Time's Up Act (PA 19-16, PA 19-93, effective October 1, 2019) requires all employers with three or more employees to provide two hours of sexual harassment prevention training to all employees, not just supervisors, within six months of hire. New supervisors must complete training within six months of promotion. Supplemental training is required at least every 10 years, with every three years recommended by CHRO. The threshold for this training requirement did not change when CFEPA's employment discrimination coverage was lowered to one employee in 2022. Employers with fewer than three employees must provide two hours of training to supervisory employees only. CHRO provides free online training. All employers must also provide written information about the illegality of sexual harassment and available legal remedies at hire, regardless of size.

Workplace Safety, Workers' Comp, and CONN-OSHA Explained

Connecticut requires workers' compensation coverage for every employer and has a state OSHA plan that covers only public sector workers.

Workers' compensation (CGS §§ 31-275 et seq.)

All Connecticut employers with one or more employees must carry workers' compensation insurance under CGS § 31-284(a). There are no exceptions based on employer size. Household employers are exempt for employees working fewer than 26 hours per week. Corporate officers owning 10% or more of the business and immediate family members of owners may elect exclusion. Insurance must be obtained from private carriers rated by NCCI, through the Assigned Risk Pool, or via approved self-insurance. The Connecticut Workers' Compensation Commission oversees the program at portal.ct.gov/wcc.

Reporting obligations: employees must report injuries immediately; employers must report to the insurer and WCC promptly via the First Report of Injury; employees file Form 30C within one year of injury; employers or insurers have 28 days from Form 30C to begin payments or formally deny. Penalties for non-compliance include civil fines of $500 per employee or $5,000, whichever is less, up to $50,000 aggregate; $100 per day for continued non-compliance; and knowing or willful violation is a Class D felony.

CONN-OSHA

CONN-OSHA is a public-sector-only state plan, one of seven such plans nationally. It covers state and municipal employees only. Private sector employers in Connecticut are regulated by federal OSHA through area offices. CONN-OSHA adopts all federal OSHA standards by reference and offers free consultation services to all employers, including private sector. Construction work on public projects over $100,000 requires OSHA 10-hour training under CGS § 31-53b.

Required Workplace Postings in Connecticut

Connecticut employers must display both state and federal required workplace posters. State posters are available at portal.ct.gov/dol. The Wage and Workplace Standards poster is updated annually when the minimum wage changes.

Federal required postings include the FLSA Minimum Wage poster, EEOC Know Your Rights poster, federal OSHA Job Safety and Health poster, USERRA poster, EPPA poster, and FMLA poster for employers with 50 or more employees.

Employee Privacy and Data Protection Laws

Connecticut has a distinct privacy and data framework, including a dual recording consent system unlike any other state and mandatory data security obligations.

All-party telephone recording consent (CGS § 52-570d)

Connecticut requires all-party consent for the recording of telephone and electronic communications. Every party to a telephone call must consent before recording begins. Three methods satisfy the consent requirement: written or recorded consent from all parties; verbal notification recorded at the beginning of the call; or an automatic tone warning played approximately every 15 seconds. In-person conversations follow a different standard under CGS § 53a-187 and require only one-party consent: one participant may record without notifying others.

Data breach notification (CGS § 36a-701b)

Connecticut requires notification within 60 days of discovering a data breach, shortened from 90 days by PA 21-59 effective October 1, 2021. Notification must go to affected Connecticut residents and simultaneously to the Connecticut Attorney General. The definition of personal information was expanded in 2021 to include biometric data, medical information, health insurance information, and passport numbers, in addition to the standard combination of name with SSN, driver's license, or financial account. When SSNs or tax ID numbers are compromised, 24 months of free credit monitoring must be offered. HIPAA-compliant entities are deemed compliant with Connecticut's breach notification requirements.

Personnel file access (CGS §§ 31-128a et seq.)

Current employees may request access to their personnel file and receive it within 7 working days. Former employees may request access within one year of termination and receive it within 10 working days. Employees may inspect files up to twice per calendar year and may request copies for a reasonable fee. Employees may submit a written explanatory statement disputing any item, which must be maintained in the file and accompany any disclosure to third parties. Medical records must be kept separate from the main personnel file. Personnel files must be retained for one year after termination; medical records for three years.

Social media privacy (CGS § 31-40x)

Effective October 1, 2015, Connecticut employers cannot request or require usernames, passwords, or access to an employee's or applicant's personal online accounts. Employers cannot require employees to access personal accounts in the employer's presence or invite the employer to join any personal online group. An exception exists for investigations of specific misconduct or violations where the employer has particular information suggesting account involvement. Penalties are $25 for first violations and $500 for subsequent violations.

How to Handle Terminations and Separations in Connecticut

Connecticut's termination rules include one of the strictest final pay timelines in the country and a unique plant-closing health insurance obligation.

Final paycheck timing

When an employee is discharged, the final paycheck is due on the next business day. When an employee quits voluntarily or is laid off due to a labor dispute, the deadline is the next regular payday. Vacation pay must be included if any written employer policy or contract provides for it. When wages are disputed, the undisputed portion must still be paid by the applicable deadline; disputed amounts can be handled separately. Double damages plus attorney fees apply under CGS § 31-72 for any violation.

Connecticut plant closing law (CGS §§ 31-51n, 31-51o)

This is not a WARN Act and should not be described as one. For employers with 100 or more employees who permanently close a Connecticut facility or relocate operations out of state, the employer must continue paying the full cost of group health insurance for 120 days for affected employees and their dependents, or until the employee obtains other group health coverage, whichever comes first. This applies regardless of when the employee finds new work. The law does not require severance pay and does not add advance notice requirements beyond federal WARN's 60-day standard.

Non-compete agreements

Connecticut has no broad statutory ban on non-compete agreements as of March 2026. The common law reasonableness test applies: duration, geographic scope, and legitimate business interest are all considered. Two healthcare professions have specific restrictions: physicians under CGS § 20-14p (maximum one year, 15-mile radius from primary practice site, unenforceable if terminated without cause) and advanced practice registered nurses and physician assistants under PA 23-97, effective October 1, 2023 (same restrictions). Proposed broader bans in 2023 and 2024 were not enacted.

Continuation coverage

Connecticut's mini-COBRA under CGS § 38a-554 applies to all group health plans regardless of employer size, covering the gap for employers with fewer than 20 employees who are not covered by federal COBRA. For these smaller employers, continuation is available for 78 weeks (approximately 18 months) following termination, layoff, or reduction in hours, and up to 156 weeks (36 months) following the death of the covered employee. For employers managingemployee handbook, this means written continuation notices are required at any size. The premium may not exceed 102% of the group rate. For employers with 20 or more employees, federal COBRA applies first, with Connecticut continuation available after federal COBRA is exhausted.

Payroll Taxes and Registration Requirements

Connecticut payroll registration requires filing with three separate state entities and manages a state income tax with seven brackets.

State income tax

Connecticut has a progressive income tax with seven brackets ranging from 2% to 6.99%. The two lowest brackets were reduced effective tax year 2024 in the largest state income tax cut in Connecticut history (3% reduced to 2%; 5% reduced to 4.5%). There are no local income taxes.

CT PFML payroll deduction

The CT PFML contribution rate is 0.5% of employee gross wages, 100% employee-funded under the state plan. The cap applies to the Social Security wage base ($184,500 in 2026), making the maximum annual employee deduction $922.50. Contributions are remitted quarterly with a 30-day grace period after the quarter ends. Employers must register at ctpaidleave.org before withholding begins.

Unemployment insurance

Registration

New Connecticut employers must register with three agencies. The CT Department of Revenue Services handles withholding tax registration via myconneCT (mytaxaccount.ct.gov) using Form REG-1 or online registration. The CT DOL handles unemployment insurance registration. The CT Paid Leave Authority registration at ctpaidleave.org is separate from both. These three registration numbers are distinct; do not attempt to use one as a substitute for another. Quarterly withholding reconciliation uses Form CT-941, which must be filed electronically via myconneCT unless a waiver (Form DRS-EWVR) is obtained.

Building a Compliant Employee Handbook in Connecticut

Connecticut does not require employers to maintain an employee handbook, but a handbook is the primary vehicle for required written policies and creates significant legal risk if drafted carelessly.

At-will disclaimer: the most critical element

Connecticut's implied contract doctrine makes the at-will disclaimer more consequential here than in most states. Under Torosyan v. Boehringer Ingelheim (1995), handbook provisions describing progressive discipline or for-cause termination standards become an enforceable implied contract. An employer cannot unilaterally change those terms; any modification requires the employee's express acceptance. The disclaimer must appear prominently in the introduction and again in the acknowledgment form the employee signs. Best practice language includes: the handbook is not a contract; employment is at-will; only a designated senior officer with explicit authority can alter at-will status in writing; the employer reserves the right to modify any provision.

Mandatory policy elements

Several Connecticut laws require specific written policies. Sexual harassment prevention policy: mandatory for employers with three or more employees under CGS § 46a-54(15). Paid sick leave policy: required as PA 24-8 coverage expands. CT PFML written notice: required under CGS § 31-51qq-26. Anti-discrimination policy covering all 18 CFEPA classes. Pregnancy accommodation notice for all employers. Domestic violence leave policy for employers with three or more employees. Whistleblower protection under CGS § 31-51m. Pay transparency notice. Electronic monitoring notice if the employer monitors email or internet activity. Social media privacy policy consistent with CGS § 31-40x. Personnel file access rights description. Workers' compensation information.

Drug testing policy

A written drug-free workplace policy is not mandated by law (except for federal contractors) but is necessary to use a positive THC test result as the basis for any adverse employment action under CGS § 21a-422p. Without a written policy, a positive cannabis test cannot be used as the sole justification for hiring or retention decisions.

Do Connecticut Cities Add Their Own Employment Rules?

For most private employers in Connecticut, state law is the complete framework. No Connecticut municipality has enacted its own minimum wage, paid sick leave ordinance, or anti-discrimination ordinance that adds to CFEPA's protections.

Hartford's Living Wage Ordinance (Article XII) and New Haven's comparable ordinance apply only to businesses receiving city financial assistance or holding city service contracts. They are not general employer obligations. Bridgeport has no independent employment ordinances. The practical reason for the absence of local employment law is that Connecticut state standards are already among the highest in the country, reducing the pressure for local action that exists in states with weaker baseline protections.

For a business with 5 to 50 employees in any Connecticut city, compliance with state and federal law is sufficient. The only exception: businesses with city service contracts should confirm whether any living wage or workforce requirements attach to those contracts.

Connecticut vs. Federal Law vs. New York

Connecticut and New York are directly comparable as neighboring Northeast states with strong employee protections. The table below shows the key differences.

Connecticut's most distinctive advantages for employees over federal law are the CFEPA one-employee threshold, the CT FMLA three-month eligibility, mandatory harassment training, and the next-business-day final paycheck rule for discharges. Connecticut and New York are broadly comparable, with New York's lower anti-discrimination threshold of four employees being the primary area where New York is more protective on coverage.

Connecticut Employment Law Timeline: 2019 Through 2026

Connecticut has legislated at a faster pace than almost any other state since 2019. The following timeline covers the major changes with ongoing compliance implications.

Frequently Asked Questions

Does Connecticut require E-Verify for private employers?

No. E-Verify is voluntary for private employers in Connecticut. Only federal contractors with a specific E-Verify clause must participate. All employers must complete federal Form I-9. CGS § 4a-60g governs MBE set-asides, not E-Verify.

What is the difference between CT FMLA and Connecticut Paid Family Leave?

They are two entirely separate programs with separate applications. CT FMLA provides unpaid, job-protected leave of up to 12 weeks, administered by the CT Department of Labor. CT PFML provides wage replacement of up to 95% of wages, capped at $1,016.40 per week in 2026, administered by the CT Paid Leave Authority. Both apply at 1 employee and run concurrently when both qualify.

Can I record a phone call with an employee without their consent?

No. Connecticut requires all-party consent for telephone recordings under CGS § 52-570d. Every party must consent before recording begins. Violating this rule is a Class D felony carrying up to five years imprisonment and a $5,000 fine, plus civil liability. In-person conversations require only one-party consent.

How much is Connecticut's minimum wage in 2026?

$16.94 per hour effective January 1, 2026. Connecticut's wage is indexed to the federal Employment Cost Index and adjusts automatically each January 1. The tipped minimum wage is being phased out by July 1, 2027.

Do I need to provide sexual harassment training even with only 5 employees?

Yes. Employers with 3 or more employees must provide 2 hours of sexual harassment prevention training to all employees within 6 months of hire under CGS § 46a-54(15)(B). CHRO provides free online training. All employers regardless of size must also provide written information about sexual harassment at hire.

When did Connecticut expand paid sick leave?

PA 24-8 (signed May 2024) expanded coverage in phases: 25+ employees (January 1, 2025), 11+ employees (January 1, 2026), all employers (January 1, 2027). Accrual is 1 hour per 30 hours worked, up to 40 hours per year. Coverage now includes all employees, not just service workers.

Does Connecticut have its own WARN Act?

Not exactly. CGS §§ 31-51n and 31-51o require employers with 100 or more employees who close or relocate out of state to continue paying group health insurance premiums for 120 days for affected employees. This does not add advance notice requirements beyond federal WARN's 60-day obligation.