{"id":6679,"date":"2012-05-12T08:44:00","date_gmt":"2012-05-12T13:44:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6679"},"modified":"2026-07-10T11:08:39","modified_gmt":"2026-07-10T16:08:39","slug":"connecticut-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/connecticut-employment-law\/","title":{"rendered":"Connecticut employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Connecticut has many laws that provide greater protections to employees than federal law, including pregnancy accommodation rights, a higher minimum wage and paid sick leave, but generally follows federal law with respect to topics such as overtime pay, jury duty leave and military leave.&nbsp;<\/p>\n\n\n\n<p class=\"\">Select Connecticut employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eeo-diversity-employee-relations\">Equal Employment Opportunity (EEO) and worker protections&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO<\/a> and worker protections. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices\" style=\"font-style:normal;font-weight:500\">Fair employment practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Connecticut Fair Employment Practices Act (CFEPA) prohibits employers with one or more employees from discriminating on the basis of protected characteristics, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race (including hairstyle and other ethnic traits historically associated with race);&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Ancestry;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religion;&nbsp;<\/li>\n\n\n\n<li class=\"\">Pregnancy (including breastfeeding and related medical conditions);&nbsp;<\/li>\n\n\n\n<li class=\"\">Disability (physical, mental, intellectual and learning);&nbsp;<\/li>\n\n\n\n<li class=\"\">Genetic information;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age;&nbsp;<\/li>\n\n\n\n<li class=\"\">Gender (including transgender status, and gender identity and expression);&nbsp;<\/li>\n\n\n\n<li class=\"\">Sexual orientation;&nbsp;<\/li>\n\n\n\n<li class=\"\">Marital or civil union status; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Status as a victim of domestic violence, sexual assault or human trafficking.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Harassment on the basis of these factors is also a form of illegal discrimination and is prohibited under the CFEPA.&nbsp;<\/p>\n\n\n\n<p class=\"\">The CFEPA also prohibits retaliation against a person who opposes, reports or assists another person in opposing unlawful discrimination.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay\" style=\"font-style:normal;font-weight:500\">Equal pay&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut&#8217;s equal pay law prohibits sex-based pay discrimination between employees performing comparable work on jobs requiring equal skill, effort and responsibility performed under similar working conditions.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer may not retaliate against any employee who has opposed any discriminatory compensation practice, filed a complaint, or testified or assisted in any proceeding under the law.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-transparency\" style=\"font-style:normal;font-weight:500\">Pay transparency &nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut has a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/u-s-pay-transparency-laws-by-state-and-locality\/\">pay transparency law<\/a> that requires employers to disclose the pay range for a position to applicants and employees in certain situations. Covered employers must disclose pay ranges directly to job applicants and employees at certain designated times. There is no requirement to include pay information in job postings. \u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions\" style=\"font-style:normal;font-weight:500\">Salary history inquiry restrictions&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut&#8217;s Act Concerning Pay Equity and Fairness prohibits an employer from inquiring or directing a third party to inquire about a prospective employee&#8217;s wage and salary history. The law does not apply when an applicant voluntarily discloses wage and salary history. &nbsp;<\/p>\n\n\n\n<p class=\"\">An employer may ask about other elements of an applicant&#8217;s compensation structure but may not ask about their value.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"employee-wage-disclosure-rights\" style=\"font-style:normal;font-weight:500\">Employee wage disclosure rights&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut&#8217;s Act Concerning Pay Equity and Fairness prohibits an employer from terminating, disciplining, discriminating against, retaliating against or otherwise penalizing an employee who inquires about a co-worker&#8217;s wages or who discloses or discusses the amount of his or her wages or the wages of a co-worker that have been disclosed voluntarily. The Act also prohibits an employer from requiring an employee to sign a waiver or other document denying the employee of the right to inquire about, disclose or discuss wages. The Act does not require that an employer disclose any wage information to an employee.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation\" style=\"font-style:normal;font-weight:500\">Pregnancy accommodation&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under the CFEPA, an employer with certain employees must provide reasonable accommodations to an employee or applicant due to pregnancy, childbirth or a related medical condition (including lactation). Examples of reasonable accommodations include but are not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Being permitted to sit while working;&nbsp;<\/li>\n\n\n\n<li class=\"\">More frequent or longer breaks or periodic rest;&nbsp;<\/li>\n\n\n\n<li class=\"\">Assistance with manual labor;&nbsp;<\/li>\n\n\n\n<li class=\"\">Light-duty assignments;&nbsp;<\/li>\n\n\n\n<li class=\"\">Job restructuring;&nbsp;<\/li>\n\n\n\n<li class=\"\">Modified work schedules;&nbsp;<\/li>\n\n\n\n<li class=\"\">Temporary transfers to less-strenuous or less-hazardous work;&nbsp;<\/li>\n\n\n\n<li class=\"\">Time off to recover from childbirth; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Break time and appropriate facilities for expressing breast milk.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks\" style=\"font-style:normal;font-weight:500\">Breastfeeding breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Connecticut law, an employer must allow an employee to breastfeed or express breast milk during meal or break periods. An employer must also make a reasonable effort to provide a room or other location that:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Is close to the employee&#8217;s work area;&nbsp;<\/li>\n\n\n\n<li class=\"\">Provides privacy to breastfeed or express breast milk; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Is not a toilet stall.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Employers may not discriminate against or discipline an employee for taking advantage of her right to breastfeed or express breast milk at work.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files\" style=\"font-style:normal;font-weight:500\">Access to personnel files&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Connecticut&#8217;s Personnel Files Act, employees may inspect their personnel files up to two times per calendar year. The employer must provide access to current employees within seven business days and to former employees within 10 business days.&nbsp;<\/p>\n\n\n\n<p class=\"\">The place of inspection may vary, but is generally at the employer&#8217;s place of business or a location reasonably nearby. An employer and a former employee should meet at a &#8220;mutually agreed upon&#8221; location; otherwise, the employer must mail a copy of the file within 10 days after receiving the former employee&#8217;s written request.&nbsp;<\/p>\n\n\n\n<p class=\"\">The Personnel Files Act requires employers to maintain personnel and medical records separately. Upon written request, the employer must disclose an employee&#8217;s medical records to the employee&#8217;s physician or to a physician chosen by the employer with the employee&#8217;s consent.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employee has the right to have information it believes is inaccurate be removed or amended, or else have his or her statement explaining or disputing the information included in the file.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections\" style=\"font-style:normal;font-weight:500\">Whistleblower protections&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Connecticut law, an employer may not penalize or take any adverse employment action against an employee for reporting the employer&#8217;s violation or suspected violation of the law or for cooperating in an investigation, hearing or inquiry into alleged legal violations.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"scheduling\" style=\"font-style:normal;font-weight:500\">Scheduling&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">scheduling law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/onboarding\/connecticut-new-hire-documents-notices-guide\/\">recruiting and hiring<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks\" style=\"font-style:normal;font-weight:500\">Credit checks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut law generally prohibits an employer from requiring an applicant to consent to a request for a credit report that contains information about his or her credit score, credit account balances, payment history, or savings or checking account balances or account numbers as a condition of employment.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ban-the-box-and-fair-chance\" style=\"font-style:normal;font-weight:500\">Ban the Box and Fair Chance &nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut employers may not ask about a prospective employee&#8217;s prior arrests, <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">criminal charges or convictions on an initial job application<\/a>. Exceptions apply if the job requires a security bond or if a federal or state law requires an employer to make a criminal history inquiry.\u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\" style=\"font-style:normal;font-weight:500\">E-Verify&nbsp;<\/h3>\n\n\n\n<p class=\"\">There are no state-specific requirements for private employers related to the use of <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/immigration-form-i9-work-visas-federal\/\">E-Verify<\/a> in Connecticut.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut employers may be required to comply with certain wage and hour requirements. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage\" style=\"font-style:normal;font-weight:500\">Minimum wage&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut&#8217;s <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/minimum-wage-rates-by-state-and-municipality\/\">minimum wage<\/a> is higher than the federal minimum wage. Currently, the state minimum wage is $16.94 per hour, with certain exceptions. Connecticut also establishes minimum requirements for employees who are not paid strictly on an hourly basis.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime\" style=\"font-style:normal;font-weight:500\">Overtime&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut law generally requires an employer to pay covered <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-variations-by-state\/\">employees overtime <\/a>at a rate of one and one-half times the regular rate for all hours worked in excess of 40 hours in a workweek. However, there are variations on the standard overtime formula in certain situations, such as where an employee has a fluctuating workweek or is paid by piece rates.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-and-rest-breaks\" style=\"font-style:normal;font-weight:500\">Meal and rest breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut law requires an employer to provide an unpaid <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/meal-and-rest-break-requirements-by-state\/\">meal period<\/a> of at least 30 consecutive minutes to employees who work at least seven and a half consecutive hours. The meal period must be given some time after the first two hours and before the last two hours of work unless certain exemptions apply (e.g., danger to public safety, fewer than five employees on a certain shift at one business location or the employee&#8217;s position may only be performed by one person).\u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor\" style=\"font-style:normal;font-weight:500\">Child labor&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/child-labor-working-hour-restrictions-by-state\/\">Child labor laws<\/a> in Connecticut restrict the occupations in which minors may be employed and the number of hours and times during which they may work.&nbsp;<\/p>\n\n\n\n<p class=\"\">All minors are prohibited from working in hazardous occupations, and minors under the age of 16 are prohibited from working in a variety of other occupations, such as manufacturing and food service. Child labor laws also list many occupations in which minors are actively permitted to engage, such as agriculture and office work.&nbsp;<\/p>\n\n\n\n<p class=\"\">Connecticut also has a complex set of requirements that govern the times during which minors may work. These requirements differ depending on the age of the minor and the employer&#8217;s industry, with separate working time restrictions set out for 16- and 17-year-olds and for 14- and 15-year-olds.&nbsp;<\/p>\n\n\n\n<p class=\"\">Minors who are 14 or 15 years of age may not work:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">During school hours;&nbsp;<\/li>\n\n\n\n<li class=\"\">Before 7:00 a.m. or after 7:00 p.m., except from July 1 to Labor Day, when evening hours are extended to 9:00 p.m.;&nbsp;<\/li>\n\n\n\n<li class=\"\">More than three hours per day on school days, or eight hours on nonschool days; and&nbsp;<\/li>\n\n\n\n<li class=\"\">More than 18 hours a week during school weeks or 40 hours during nonschool weeks.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Connecticut requires minors to have statement of age\/working papers to work.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut employers may be required to follow certain requirements with respect to employee pay and benefits. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-payment-methods\" style=\"font-style:normal;font-weight:500\">Wage payment methods&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/payment-of-wages-in-connecticut\/\">Employees must be paid<\/a> in cash or by negotiable check. <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/direct-deposit-laws-by-state\/\">Payment by direct deposit<\/a> or electronic paycard is allowed provided certain requirements are met.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-and-lag-time\" style=\"font-style:normal;font-weight:500\">Pay frequency and lag time&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employers must <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">pay employees weekly or biweekly on regular paydays<\/a> designated in advance by the employer. Employers are permitted to pay employees on a basis other than weekly or biweekly if they first obtain a waiver from the state Department of Labor. Paydays must occur within eight days after the end of the pay period.&nbsp;<\/p>\n\n\n\n<p class=\"\">If the regular payday falls on a nonworkday, payment must be made on the preceding workday.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-deductions\" style=\"font-style:normal;font-weight:500\">Pay deductions&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Connecticut law, an employer may not <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">withhold or divert employee wages<\/a> except in strictly limited circumstances, including:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">If the employer is required or empowered to do so by state or federal law (e.g., child support and creditor garnishment);&nbsp;<\/li>\n\n\n\n<li class=\"\">If the employer is required to do so by another state&#8217;s incoming tax withholding law for employees working or living in the other state;&nbsp;<\/li>\n\n\n\n<li class=\"\">If the employer has written authorization from the employee; and&nbsp;<\/li>\n\n\n\n<li class=\"\">For retirement plan contributions.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements\" style=\"font-style:normal;font-weight:500\">Pay statements&nbsp;<\/h3>\n\n\n\n<p class=\"\">With each payment of wages, Connecticut employers are required to provide employees with a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">written record of certain pay-related information<\/a>, including:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/hours-worked-federal\/\">Hours worked<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Gross earnings, showing straight time and overtime as separate entries;&nbsp;<\/li>\n\n\n\n<li class=\"\">Itemized deductions; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Net earnings.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-theft\" style=\"font-style:normal;font-weight:500\">Wage theft&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut does not have a wage theft law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation\" style=\"font-style:normal;font-weight:500\">Health care continuation&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Connecticut COBRA, an employer must offer continuation of health care coverage for up to 30 months to an employee and his or her covered dependents that lose coverage as a result of certain qualifying events, including:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Layoff;&nbsp;<\/li>\n\n\n\n<li class=\"\">Reduction of hours;&nbsp;<\/li>\n\n\n\n<li class=\"\">Leave of absence; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Termination of employment (except for gross misconduct).&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">In certain circumstances, coverage may continue for up to 36 months.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"temporary-disability-insurance\" style=\"font-style:normal;font-weight:500\">Temporary disability insurance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut does not have requirements for private employers related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/temporary-disability-insurance-requirements-by-state\/\">temporary disability insurance<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/#connecticut-leave-laws\">time off and leaves of absence<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave\" style=\"font-style:normal;font-weight:500\">Family and medical leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">The <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/fmla-connecticut\/\">Connecticut Family and Medical Leave Act (CTFMLA)<\/a> requires employers with one or more employees in the state to provide eligible employees with a total of 12 workweeks of job-protected leave during any 12-month period for qualifying reasons, including:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The birth, adoption or placement for foster care of a child;&nbsp;<\/li>\n\n\n\n<li class=\"\">To care for a spouse, child or parent with a serious health condition;&nbsp;<\/li>\n\n\n\n<li class=\"\">For the employee&#8217;s own serious health condition;&nbsp;<\/li>\n\n\n\n<li class=\"\">To donate an organ or bone marrow;&nbsp;<\/li>\n\n\n\n<li class=\"\">For a qualifying exigency due to a parent, child or spouse on or called to active duty; and&nbsp;<\/li>\n\n\n\n<li class=\"\">For military caregiver leave, if the employee is the parent, child, spouse or next of kin of a servicemember who has sustained a serious injury or illness in the line of duty.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Connecticut also provides for paid family leave benefits. Eligible employees receive partial wage replacement for leave taken under the CTFMLA and for reasons related to family violence and sexual assault.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-sick-leave\" style=\"font-style:normal;font-weight:500\">Paid sick leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer with 11 or more employees in the state must provide up to 40 hours of paid sick leave per year to eligible employees. Leave may be used for the following reasons:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The employee&#8217;s or a family member&#8217;s mental or physical illness, injury or health condition; medical diagnosis, care or treatment; or preventative medical care for mental or physical health;&nbsp;<\/li>\n\n\n\n<li class=\"\">The employee&#8217;s mental health wellness day;&nbsp;<\/li>\n\n\n\n<li class=\"\">The employer&#8217;s place of business or a family member&#8217;s school or place of care is closed by order of a public official due to a public health emergency;&nbsp;<\/li>\n\n\n\n<li class=\"\">A determination that the employee or a family member poses a risk to the health of others due to their exposure to a communicable illness; and&nbsp;<\/li>\n\n\n\n<li class=\"\">The employee or a family member is a victim of family violence or sexual assault.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-time-off-requirements\" style=\"font-style:normal;font-weight:500\">Other time off requirements&nbsp;<\/h3>\n\n\n\n<p class=\"\">In addition to the CTFMLA, paid family and medical leave law and paid sick leave law, a Connecticut employer may be required to comply with other leave and time off laws, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Pregnancy disability leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Crime victim leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Family violence and sexual assault victim leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-wellbeing\/domestic-violence-sexual-assault-stalking-leave-and-accommodation-laws\/\">Domestic violence, sexual assault and human trafficking victim leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/jury-duty-leave-laws-by-state-and-municipality\/\">Jury duty leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Legislative leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Elected official leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/military-leave-reminders\/\">Military leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Civil Air Patrol leave; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Emergency responder leave.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut employers may be required to follow certain requirements with respect to employee health and safety.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health\" style=\"font-style:normal;font-weight:500\">Occupational safety and health&nbsp;<\/h3>\n\n\n\n<p class=\"\">The safety and health of Connecticut workplaces and employees is regulated by federal OSHA, as well as through state plan laws.&nbsp;<\/p>\n\n\n\n<p class=\"\">Private sector employers in Connecticut fall under the jurisdiction of federal OSHA for compliance and enforcement and must follow the appropriate Code of Federal Regulations that applies to their industry and work practices. &nbsp;<\/p>\n\n\n\n<p class=\"\">Connecticut also has a federally approved state plan applicable to public sector employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-and-alcohol-testing\" style=\"font-style:normal;font-weight:500\">Drug and alcohol testing&nbsp;<\/h3>\n\n\n\n<p class=\"\">Private sector employers in Connecticut may <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">require employees and job applicants to submit to drug and alcohol tests<\/a> under limited circumstances.\u00a0<\/p>\n\n\n\n<p class=\"\">The state&#8217;s drug and alcohol testing law does not apply to employers covered by mandatory testing programs regulated by the federal government&nbsp;<\/p>\n\n\n\n<p class=\"\">Connecticut employers with federal contracts or recipients of federal grants must follow the requirements of state law concerning drug and alcohol testing.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smokefree-workplace\" style=\"font-style:normal;font-weight:500\">Smoke-free workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Connecticut employer is required to prohibit smoking and the use of electronic nicotine and cannabis delivery systems and vapor products in any area of any business facility under its control.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace\" style=\"font-style:normal;font-weight:500\">Weapons in the workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut is a May Issue state, which means that officials are not required to issue permits to carry a weapon to applicants, however, the state generally issues permits to the majority of qualified applicants.&nbsp;<\/p>\n\n\n\n<p class=\"\">Employers and property owners may create weapons policies that limit or prevent individuals and employees from bringing <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/guns-in-parking-lots-laws-by-state\/\">concealed weapons on the premises<\/a>. \u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices\" style=\"font-style:normal;font-weight:500\">Safe driving practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">Connecticut prohibits all drivers from using handheld cell phones, including texting, while operating a vehicle.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut employers may be required to follow certain requirements when <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/disciplinary\/documentation-for-separation-of-employment-by-state\/\">employees exit the organization<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay\" style=\"font-style:normal;font-weight:500\">Final pay&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">Upon termination, wages are due<\/a> the next business day if the employee is terminated, or the next regular pay day if the employee is laid off, quits or is suspended as a result of a labor dispute.&nbsp;<\/p>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/deceased-employee-wages-by-state\/\">Wages owed to a deceased employee<\/a> generally must be paid to the surviving spouse or conservator of the estate.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoffs\" style=\"font-style:normal;font-weight:500\">Mass layoffs&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Connecticut mini-WARN Act applies to all industrial, commercial or business entities that operate within the state that employs, or has employed, at least 100 employees in the last 12-months.&nbsp;<\/p>\n\n\n\n<p class=\"\">When a covered employer closes or relocates a covered facility out of the state, it must pay for continuation of existing group health insurance for each affected employee, and his or her dependents, for 120 days from the date of closing or relocation, or until the employee becomes eligible for group coverage with another employer, whichever occurs first. &nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">Connecticut does not have a law related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/\">AI in employment<\/a> applicable to private employers.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#recruiting-hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#wage-hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#pay-benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#time-off-leaves-absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#health-safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#organizational-exit\">Organizational exit<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#ai-in-employment\">AI in employment<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture. Access premium content today.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide with a FREE trial of the HR &amp; Compliance Center.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\" id=\"h-you-may-also-be-interested-in\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-d02cf4d943bfb621547e51767185fdae wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/getting-pay-transparency-right\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/27051224\/team-collaboration-outdoor-meeting-with-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/getting-pay-transparency-right\/\">Getting pay transparency right<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how to get pay transparency right with practical guidance on pay ranges, compliance requirements, and risk reduction &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/supreme-court-upholds-birthright-citizenship\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/06023911\/Fair-trial-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/supreme-court-upholds-birthright-citizenship\/\">Supreme court upholds birthright citizenship<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The Supreme Court upheld birthright citizenship in a 6\u20133 ruling, rejecting efforts to limit 14th Amendment protections and &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/map-of-minimum-wage-rates-july-2026\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/17075552\/Business-woman-meeting-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Infographics<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/map-of-minimum-wage-rates-july-2026\/\">US map of minimum wage rates effective July 2026<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Discover where minimum wages are rising and compliance rules are changing on July 1, 2026, with our easy-to-use &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\" rel=\"tag\">HR compliance<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/\" rel=\"tag\">State-by-state compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>The Brightmine Editorial Team<\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center 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trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Connecticut employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-updateable-resources","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6679","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Connecticut employment law overview | Brightmine<\/title>\n<meta name=\"description\" content=\"Connecticut employment law overview | This guide provides an overview of key Connecticut employment laws employers 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