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On June 30, 2025, we covered some of the labor and employment related bills passed by the General Assembly during its 2025 Regular Session, including changes to the paid sick leave law and to the state’s municipal employees...more
Prior to its March 25, 2025 deadline, the Connecticut General Assembly’s Labor and Public Employees Committee likely finished up its work for this legislative session and approved a final flurry of bills that would generally...more
Connecticut’s existing paid sick days law requires employers with more than 50 employees that are mostly in specific retail and service occupations (such as food service workers and health care workers) to provide their...more
Statutory definition does not reference municipalities, boards of education or political subdivisions, leaving room for interpretation under Public Act 24-8 Arguably the most significant labor and employment development...more
Employers with employees in Connecticut need to be aware of Connecticut’s recently enacted revision to Public Act No. 24-8, which broadens the scope of paid sick leave requirements, making it applicable to a broader range of...more
A new Connecticut law went into effect this year creating early voting procedures for the first time in Connecticut. The law, Connecticut General Statutes § 9-163aa, provides that before each election, a period of early...more
The General Assembly significantly expanded Connecticut’s paid sick leave law this term, but the changes do not take effect until January 1, 2025, and then become fully implemented as of January 1, 2027. ...more
On May 6, 2024, the Connecticut legislature passed a bill (HB No. 5005) amending a number of key aspects of the Connecticut statewide Paid Sick Leave Law. The bill was signed into law by Governor Ned Lamont on May 21, 2024....more
On May 21, 2024, Governor Lamont signed into law new legislation that significantly expands Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid...more
The 2024 Regular Session of the Connecticut General Assembly, which concluded on May 8, 2024, was not especially prolific in terms of the volume of labor and employment related bills passed. ...more
With 2023 in the rearview mirror, Connecticut employers may want to confirm they have implemented the necessary changes to address legislative developments that became effective January 1, 2024....more
We wrote in June about employment-related legislation from the 2023 Regular Session of the Connecticut General Assembly, in the immediate aftermath of the conclusion of the session. Now That They Are Finished: Developments...more
This is the second installment in our series, 10 Tips to Reduce Risk of Employment Claims in 2023. Each tip will discuss an issue our Labor & Employment Practice saw last year, along with suggested action steps that employers...more
Over the past several years, Connecticut’s legislature has enacted some significant employment laws that have re-shaped the workplace and posed new challenges for Connecticut employers. The 2023 legislative session that began...more
On January 4, 2023, the 2023 session of the Connecticut General Assembly began. The session is scheduled to adjourn on June 7, 2023. Numerous proposed bills affecting Connecticut employers and employees will be unleashed...more
Two new changes to the employment landscape in Connecticut are set to take effect July 1, 2022, including expansions to the state’s minimum wage rate and limitations on disciplinary measures that may be taken with respect to...more
The Connecticut Department of Labor recently issued non-binding guidance regarding Public Act 21-30, “An Act Concerning the Disclosure of Salary Range for a Vacant Position” (“Act”). The Act went into effect on October 1,...more
On June 24, 2021, Governor Ned Lamont signed Public Act 21-69, An Act Deterring Age Discrimination in Employment Applications (“Act”), which prohibits employers, or employers’ agents, from requesting or requiring a...more
Big changes are coming to Connecticut employers and with it, many organizational hiring practices with the passage of HB Number 6380. HB Number 6380 limits the disclosure of wage information from past positions. Currently,...more