Connecticut employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers with 1 or more employees must provide up to 12 weeks of unpaid, job-protected family and medical leave (with an additional 2 weeks for serious pregnancy-related complications) to eligible employees.

Conn. Gen. Stat. § 31-51kk · effective Jan 2022 · source

Service employers with 50 or more employees must provide eligible service employees with up to 40 hours of paid sick leave per year, accrued at a rate of 1 hour for every 40 hours worked.

Conn. Gen. Stat. § 31-57r et seq. · effective Jan 2012 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Discharged employees must be paid all wages due by the next business day. Employees who quit must be paid in full by the next regular payday.

Conn. Gen. Stat. § 31-71c · effective Jul 1967 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Connecticut state minimum wage

Conn. Gen. Stat. § 31-58 · effective Jan 2024

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employers must provide new employees, at the time of hiring, with a written notice detailing their rate of pay, hours of employment, and pay schedule.

Conn. Gen. Stat. § 31-13a · effective Oct 1959 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990

Employers must provide a minimum 30-minute unpaid meal break for employees who work at least 7.5 consecutive hours. This break must be scheduled after the first 2 hours of work and before the last 2 hours.

Conn. Gen. Stat. § 31-51ii · effective Oct 1990 · source

Employers must disclose the wage range for a position to applicants upon request or by the time an offer of compensation is made, and to current employees upon hire, promotion, or request.

Conn. Gen. Stat. § 31-40z · effective Oct 2021 · source

Employers with 3 or more employees must provide 2 hours of sexual harassment training to all employees within 6 months of hire. Employers with fewer than 3 employees must provide training to supervisory employees.

Conn. Gen. Stat. § 46a-54(15) · effective Oct 2019 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Employers are prohibited from inquiring about an applicant's prior arrests, criminal charges, or convictions on an initial employment application unless required by state or federal law.

Conn. Gen. Stat. § 31-51i · effective Jan 2017 · source

Any covenant not to compete in an employment contract between a homemaker-companion agency and a homemaker-companion is void and unenforceable.

Conn. Gen. Stat. § 20-681 · effective Oct 2019 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938