The 2026 Session of the Connecticut General Assembly and New Labor and Employment Laws: Part One (Public Act 26-12)
The Connecticut General Assembly has adjourned its 2026 session, and with it comes the passage of Public Act 26-12. This omnibus legislation introduces significant updates to state labor and employment law that will impact employers and workers across various sectors. Most provisions within this act take effect on October 1, 2026.
One central change involves wage transparency. Employers are now required to provide wage ranges in both internal and public job postings. If no formal posting exists, this information must be shared upon request or before any compensation discussion occurs. Additionally, businesses with more than 100 staff members must create and maintain a guide detailing pay codes for overtime, hazard pay, and other differentials, translated into the most common languages spoken by their workforce.
Significant adjustments also apply to school and health care settings. Certain employees in these fields who suffer injuries due to workplace assaults are now eligible for enhanced workers' compensation, including full salary continuation that does not draw from sick or vacation time. Furthermore, the act updates procedures for teacher tenure termination, mandating that hearings be conducted by an impartial officer whose decision is binding. The legislation also aligns state law with federal PUMP Act requirements regarding reasonable break time for breastfeeding on site.
Construction and service sectors face new compliance requirements as well. Starting July 1, 2027, successor employers taking over service contracts at covered locations must retain existing employees for at least 90 days, provided those workers meet performance and seniority standards. Additionally, prime contractors on certain construction projects now face joint liability for unpaid wages owed by their subcontractors, creating a new layer of financial responsibility in contract management.
Additional measures include authorization for municipal deferred retirement option plans, expanded survivor benefits for correction officers and investigators, and a requirement that employers notify staff of ADA rights. Businesses should review their current policies and recruitment documents to ensure alignment with these statutory changes before the October deadline.