Connecticut's New Labor Laws Take Effect October 1: Pay Transparency Expanded, Training Repayment Agreements Banned
Connecticut's Public Act 26-12, passed earlier this year, took effect October 1, bringing a package of new employment rules for employers statewide. Most notably, the pay-range disclosure duty is expanded: when employers disclose good-faith salary ranges to applicants early in hiring, they must also disclose benefits information including health insurance, retirement, fringe benefits, and paid leave.
The law also extends the ban on training repayment agreements — so-called "stay-or-pay" contracts — to all employers, previously only large ones. Agreements signed after October 1, 2026, requiring employees who leave early to repay training costs and similar sums are void as against public policy. In addition, all employers must provide nursing employees reasonable break time beyond regular rest periods and make a good-faith effort to provide a private room with a refrigerator and electrical outlet (not a bathroom stall).
The law adds two more duties: employers must inform workers in writing of their reasonable-accommodation rights under the Americans with Disabilities Act; and employers with 100 or more workers must prepare and publish guides on overtime and commonly used pay codes. The Connecticut Business & Industry Association (CBIA) is urging businesses to review compliance promptly.
Published by GSM · USA (original Chinese edition)
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