Summary At A Glance
- Connecticut has enacted Public Act 26-12, formerly H.B. 5003, which expands several employment-related obligations for private employers. Many of the key provisions take effect October 1, 2026.
- The law adds new requirements related to pay transparency in job postings, lactation breaks, ADA accommodation notices, and restrictions on certain “stay-or-pay” agreements.
- Employers should begin reviewing job posting templates, handbook language, onboarding materials, lactation accommodation practices, and repayment agreements before the effective date.
Background
Connecticut Governor Ned Lamont signed Public Act 26-12 (the Act) into law on May 11, 2026. The law is an omnibus workforce bill that includes several provisions aimed at expanding worker protections and increasing employer transparency. Among other changes, the law requires employers to disclose wage ranges and general benefit descriptions in job postings and strengthens workplace protections related to breastfeeding and expressing milk.
For employers with Connecticut employees or roles tied to Connecticut worksites, several provisions will require updates to recruiting, onboarding, handbook, and compliance practices.
Pay Transparency Expansion
Connecticut already has an existing pay transparency law that requires employers to disclose wage ranges to applicants during the recruiting process. However, the current law does not require pay ranges to appear in job postings.
Beginning October 1, 2026, employers must include the wage range and a general description of benefits in public and internal job postings for roles that will be performed in Connecticut or report directly to a supervisor, office, or other worksite located in Connecticut. The benefits description may include items such as health insurance, retirement benefits, fringe benefits, paid leave, or other forms of compensation.
Keeping up with state pay transparency requirements can be difficult, especially as new laws are passed and existing requirements are amended. To help employers monitor these developments, HR Works has updated its interactive pay transparency map tool.
Employers can download our Pay Transparency Toolkit which includes a State Comparison Chart to identify which jurisdictions have pay transparency requirements, understand how requirements differ by state, and evaluate whether current job posting and compensation practices may need to be updated.
Lactation Breaks
The Act also expands the state’s lactation accommodation requirements. Existing law allows employees to use meal or break periods to express breast milk or breastfeed a nursing child. Effective October 1, 2026, employers must provide reasonable break times for this purpose, in addition to an employee’s regularly scheduled breaks.
ADA Notice Requirement
Under the Act, beginning October 1, 2026, employers must provide written notice of employee rights to reasonable accommodations under the Americans with Disabilities Act (ADA). The notice must be provided to:
- New employees upon hire;
- Existing employees within 120 days of October 1, 2026; and
- Any employee who notifies the employer of a disability within 10 days of the notification.
The Connecticut Department of Labor is directed to develop a notice that employers can use for this purpose.
Stay-or-Pay Restrictions
The law also broadens restrictions on certain “stay-or-pay” arrangements. Current Connecticut law prohibits employers with 26 or more employees from requiring an employee to pay the employer a sum of money if the employee leaves employment before a certain period of time.
Effective October 1, 2026, Public Act 26-12 expands this restriction to apply to all employers.
Employers that use training repayment agreements, promissory notes, retention-related repayment provisions, or similar agreements should review those documents with legal counsel before the effective date. Certain exceptions may apply, but employers should avoid assuming existing agreements remain enforceable without a case-specific review.
Recommended Next Steps for Employers
To prepare for these changes, Connecticut employers should:
- Update public and internal job posting templates to include wage ranges and general benefits descriptions where required.
- Train recruiters, hiring managers, and third-party staffing partners on the new pay transparency requirements.
- Review lactation accommodation policies, break practices, and available private space.
- Monitor for the Connecticut Department of Labor’s ADA accommodation notice and incorporate it into onboarding and employee communication processes.
- Review employee handbooks, accommodation procedures, and manager training materials.
- Assess any stay-or-pay, training repayment, promissory note, or similar agreements for compliance with the expanded restrictions.
- Consult legal counsel to evaluate any Connecticut-specific obligations and ensure timely compliance before October 1, 2026.
How HR Works Can Help
HR Works can help employers prepare for Connecticut’s expanded workplace requirements by reviewing job postings, compensation practices, handbooks, onboarding materials, accommodation procedures, lactation policies, and related manager training.
Our team can also support compliance efforts involving pay transparency, pay range development and benchmarking, employee notices, leave and break practices, and “stay-or-pay” or repayment agreements. Contact HR Works to learn how we can help your organization prepare for these upcoming changes.
