Connecticut Employment Laws

Connecticut prohibits employment discrimination based on race, color, religious creed, age, sex, gender identity or expression, sexual orientation, marital status, national origin, ancestry, and present or past history of mental, intellectual, learning, or physical disability. Complaints are filed with the Commission on Human Rights and Opportunities (CHRO). Applies to employers with 3+ employees.

As of January 1, 2026, Connecticut's minimum wage is $16.94/hr, indexed annually to the federal Employment Cost Index (ECI). Minors under 18 may be paid 85% of minimum wage for the first 90 days of employment. The annual adjustment mechanism was established by P.A. 19-4.

CT PFML provides up to 12 weeks of paid leave per benefit year (plus 2 additional weeks for pregnancy complications) for bonding with a new child, caring for a family member with a serious health condition, military duty, or personal serious health condition. Maximum weekly benefit of $1,016.40 (2026). Funded through employee payroll contributions. Employees are eligible if they earned $2,325+ in the qualifying period.

Employees accrue 1 hour of paid sick time per 40 hours worked, up to 40 hours per year. Coverage phases in by employer size: 25+ employees (January 2025), 11+ employees (January 2026), all employers (January 2027). Expanded in 2024 from the original 2012 law which applied only to "service workers" at employers with 50+ employees.

Effective July 1, 2025, Connecticut significantly restricts noncompete agreements. Noncompetes are limited to 1 year post-separation (or 2 years if the employer provides continued compensation during the restricted period). Healthcare provider noncompetes are limited to 1 year and a 15-mile radius. Pre-2025 law had fewer restrictions.

Employers cannot discharge, discipline, or penalize employees who report, in good faith, violations of state, local, or federal law to a public body. Aggrieved employees may bring a civil action within 90 days for reinstatement, back wages, and attorney fees. Employees who knowingly make false reports are not protected.

If an employer fails to pay legally-owed wages, the employee may recover twice the full amount (double damages) plus costs and reasonable attorney fees. If the employer proves a good faith belief it was in compliance, recovery is limited to the full unpaid amount plus costs and fees.