New Employment Laws in Connecticut: What HR Pros Need to Know
Connecticut was the fifth colony to become a state, but it has also racked up quite a few firsts. Adopting the first democratic constitution, in 1639, earned it the nickname of the “Constitution State.” The first color TV was developed there in 1948, and the first nuclear-powered submarine was launched from its shores in 1954. In 1900, the first hamburger was served at Louis’ Lunch, which still operates in New Haven. With so much history, an abundance of fascinating museums, and natural beauty, it’s no surprise that the state’s tourism and entertainment sector alone delivers more than $14 billion each year, with 170,000 employees ensuring visitors enjoy a first-class visit.
Connecticut is also at the forefront of labor laws designed to keep employers and employees operating in a safe, fair, and welcoming environment. It’s one of 37 states that have implemented ban-the-box legislation forbidding initial employment applications from including questions about a candidate’s criminal history—and one of only 15 states that have required private employers to comply with the ban. Hartford and New Haven have even extended the law to contractors who do business in those cities.
Mark Twain, whose Hartford home is now a Connecticut museum, once said, “It is never wrong to do the right thing”. Doing the right thing—knowing, understanding, and following those regulations—can save you and your company from the wrongs of lawsuits and untenable situations that can lead to serious financial, reputational, and cultural damage.
Connecticut labor statistics
- Top industries (by % GDP):
- Finance, insurance, real estate, rental, and leasing ($73.9 billion)
- Professional and business services ($38.2 billion)
- Manufacturing ($33.7 billion)
- $351 billion GDP (the 23rd largest in the US)
- 4.3% unemployment rate (US rate 4%)
- $90,334 average household income
- 1.7 million people employed
Connecticut labor laws employers need to know
Agricultural labor laws:
With more than 5,000 farms across the state, Connecticut has implemented essential laws to guide work conditions for agricultural workers.
Breaks:
Farm employees must be allowed at least one 30-minute meal break in a shift that lasts 7.5 hours or longer, and that break has to occur more than two hours after the shift starts and at least two hours before it ends.
Sanitation:
Agricultural laborers must have access to toilet facilities in the field.
Workers’ compensation:
Businesses must provide workers’ compensation for farm workers.
Overtime:
Overtime for agricultural workers is not generally available, except in some cases for those planting trees, clearing brush, or engaging in packing or nursery jobs.
Child labor:
In Connecticut, workers aged 14 and 15 may only work in specific agricultural or domestic roles, generally only during school breaks of at least five days, and they may not work more than 40 hours a week or eight hours a day.
Paid leave:
Connecticut’s Paid Leave program is one of the country’s most generous, helping residents achieve a healthy work-life balance. Employees can be paid for up to 12 weeks of job-protected leave for reasons including:
- Welcoming a new family member through birth, adoption, or foster care
- Donating bone marrow or an organ
- Caring for their own or a family member’s medical or psychological health condition
- Managing situations related to a family member’s active military service
- Addressing incidents of family violence (limited to 12 days)
Mental health wellness:
Effective October 1, 2023, the state’s sick leave law expanded to encompass "mental health wellness days" that permit employees to take time off to focus on their emotional and psychological wellbeing.
Sick leave for service workers:
Eligible service employees may currently accrue one hour of sick leave for every 40 hours worked, up to 40 hours per year. Starting January 1, 2025, this threshold will improve, allowing employees to earn one hour of sick leave for every 30 hours worked.
Minimum wage:
The minimum wage in Connecticut was raised on January 1, 2024, to $15.69 per hour. At more than twice the federal standard, this is the highest rate in New England, and the fourth-highest nationwide, trailing only Washington, D.C. ($17.00), Washington ($16.28), and California ($16.00).
Pay transparency:
“Show me the money” isn’t just an iconic Hollywood phrase—it’s also a key element of the trend toward transparency in job recruiting. In Connecticut, all employers must disclose the salary range for an open role at the applicant’s request or before an offer is made—whichever comes first. Businesses must also provide the wage range for a role when the employee is hired, when the employee’s position changes, and any time the employee requests that information.
Talent acquisition and recruiting team members in particular should be ready to discuss pay rates with interested candidates. This transparent approach not only helps engage candidates, but also helps ensure a more equitable and legally compliant workplace.
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