CONNECTICUT EXPANDS EMPLOYER REQUIREMENTS

THE QUICK TAKE

Connecticut employers face several new employment requirements beginning October 1, including expanded pay transparency rules, a ban on certain training repayment agreements, new ADA accommodation notices, and stronger lactation accommodation protections.

WHAT YOU NEED TO KNOW

• • Wage Transparency: Job postings must include a good-faith wage range and general description of benefits. Applicants must receive this information before any discussion of compensation or an offer. Employees must also receive wage and benefits information at hiring, when changing positions and upon their first request.
  • Training Repayment Agreements: Employers may no longer require employees or applicants, as a condition of employment, to sign agreements requiring repayment if they leave before a certain period, including many training repayment agreements. Limited exceptions apply.
  • ADA Accommodation Notices: Employers must provide written notice of employees’ right to reasonable accommodations for a disability. New hires must receive notice when employment begins, and existing employees must receive notice within 120 days of October 1.
  • Lactation Accommodations: Employers must provide reasonable break time for employees to express breast milk or breastfeed on site and make reasonable efforts to provide an appropriate private space, absent undue hardship.
  • Pay Code Guides for 100+ Employees: Employers with 100 or more employees must maintain a guide explaining applicable overtime and commonly used pay differential codes and make that information available to employees as required.

WHAT YOU NEED TO DO

• • Update job postings to include required wage ranges and benefits information.
  • Review hiring and offer procedures so wage and benefits information is provided before compensation discussions.
  • Review training repayment and similar agreements for compliance with the new restrictions.
  • Add the required ADA reasonable accommodation notice to your onboarding process and prepare to distribute it to current employees.
  • Review lactation accommodation policies, break practices and available workplace spaces.
  • If you have 100+ employees, review the new pay code guide requirements and coordinate with your payroll provider as needed.
  • Train managers, recruiters and HR team members on the changes that affect their responsibilities.

For additional information and resources: Visit the Connecticut Department of Labor.