Connecticut enacts sweeping workplace law reforms impacting employers
Connecticut passes Public Act 26-12, introducing major workplace law changes.
Why it matters: Employers and in-house counsel in Connecticut must update compliance practices to meet new transparency, liability, and AI regulations in employment.
- Public Act 26-12 signed into law by Gov. Ned Lamont on May 11, 2026.
- Wage and benefits disclosure now mandatory in all job postings from October 1, 2026.
- General contractors face joint liability for unpaid subcontractor wages starting January 1, 2027.
- AI use in hiring requires written notice, effective October 1, 2027, but cannot shield discrimination claims.
Connecticut Governor Ned Lamont signed Public Act 26-12 on May 11, 2026, a comprehensive omnibus bill that introduces significant changes to workplace laws across the state. This legislation aims to strengthen protections for workers and impose new transparency and liability requirements on employers.
Among the key provisions, employers must now include wage or wage ranges and a general description of benefits in all public and internal job postings starting October 1, 2026. This enhances pay transparency to help job seekers make more informed decisions. Littler Mendelson highlights this as a pivotal compliance change for Connecticut employers.
The law also holds general contractors jointly and severally liable for unpaid wages by their subcontractors on construction contracts executed on or after January 1, 2027. This is designed to ensure workers receive due wages and accountability is clearer in the construction supply chain. The Governor’s press release emphasizes this provision as critical to protecting construction workers.
Expanding workplace accommodations, employers must provide reasonable break time for breastfeeding or pumping beyond scheduled breaks, improving current lactation support laws.
Another notable aspect addresses the growing use of Automated Employment-related Decision Technology (AEDT), commonly known as AI, in hiring and promotions. Companies must notify employees and applicants in writing if they use AI tools, effective October 1, 2027. However, the legislation explicitly states that relying on AI cannot be used as a defense against discrimination claims under Connecticut’s anti-discrimination laws. For deeper analysis on this, see Nixon Peabody.
The bill also establishes a fair termination process for teachers, including a binding decision by an impartial hearing officer, aligning their protections with other public service employees.
Governor Lamont said, “I am proud that Connecticut is a state that stands by its workforce to defend workers against labor violations and ensure that they are treated fairly.”
By the numbers:
- October 1, 2026 — Wage and benefits disclosure requirement effective date
- January 1, 2027 — Joint liability for unpaid wages in construction takes effect
- October 1, 2027 — Written notice required for AI use in employment decisions