Connecticut has been busy. A new pay transparency law took effect on October 1, 2026, and the paid sick leave law reaches every employer on January 1, 2027. If you run a business in Hartford, New Haven, Stamford or anywhere in between, here is what changed and what to do about it.
This guide is general information, not legal advice. Confirm the details for your situation.
New: Pay Transparency for Every Employer
Since October 1, 2026, Connecticut requires all employers, regardless of size, to include a wage range and a general description of benefits in every public and internal job posting. Employers with 100 or more employees have additional requirements. Applicants and employees can bring their own claims.
What to do now:
- Add a range and a benefits summary to every open posting, including internal ones
- Make sure current employees in the same role fall inside the range you post
- Train hiring managers not to quote numbers outside the range
Paid Sick Leave Reaches Every Employer in 2027
Connecticut's paid sick leave law has been phasing in by size:
| Employer size | Covered starting |
|---|---|
| 25 or more employees | January 1, 2025 |
| 11 or more employees | January 1, 2026 |
| 1 or more employees | January 1, 2027 |
Employees earn one hour for every 30 worked, up to 40 hours a year, and can carry over up to 40 hours. If you have fewer than 11 employees, you have a little over two months to set up accrual tracking, update your handbook and post the notice.
CT Paid Leave
CT Paid Leave is funded by a 0.5% employee contribution on wages up to the Social Security wage base. Every employer with one or more employees must withhold and remit it. The maximum weekly benefit is $1,016.40 in 2026.
Harassment Prevention Training
Employers with three or more employees must provide two hours of interactive sexual harassment prevention training within six months of hire, with refreshers at least every ten years. Smaller employers must train supervisors. Missing training records are one of the first gaps we find in a Connecticut review.
Final Pay
- Discharged employees must be paid by the next business day.
- Employees who quit or are laid off must be paid by the next regular payday.
Minimum Wage and Withholding
The Connecticut minimum wage is $16.94 an hour in 2026 and rises to $17.48 on January 1, 2027. Connecticut has a state income tax, so withholding applies.
Multi-State Teams
Fairfield County employers often have staff living in New York, and Hartford-area employers often have staff in Massachusetts. Which state's rules apply depends on where the work happens. Our multi-state payroll guide walks through the common setups.
Where King & Co. Helps
We support Connecticut employers on site and remotely, billed only for the hours you use, with no monthly minimum.
Book a free 15-minute call and we will help you get your postings, sick leave policy and training records in order.
Josh runs HR, payroll and PBJ support for employers across New England and New York, from five-person offices to multi-building nursing home groups. He works in every major payroll system and answers the phone personally.
Book 15 minutes with Josh