Connecticut is an employee-friendly state. Examples of employee-friendly laws in the state include a law prohibiting an employer from requiring an applicant to disclose, or from discriminating based on, an erased criminal record; several protected classes not recognized by federal law; and a ban on using lie detector tests.
This page is a round-up of the state and municipal laws in Connecticut.
Updated to reflect 'ban the box' law, effective January 1, 2017.
Updated to reflect an increase in the state minimum wage, effective January 1, 2017.
Updated to reflect an increase in Connecticut's minimum wage, effective January 1, 2017.
Updated to reflect new 'ban the box' law, effective January 1, 2017.
Revised policy to refine provisions that, though compliant with state law, may conflict with National Labor Relations Act employee protections for employee discussion and disclosure related to the terms and conditions of employment.
Updated to reflect new paycard law, effective October 1, 2016.
Updated to include the standard interstate child support order compliance requirements of the Uniform Interstate Family Support Act (UIFSA) as adopted by the state.
Certain District of Columbia employers are required to offer employees tax- or cost-free commuter benefits. Certain employers in New Jersey and Connecticut must comply with the New York City commuter benefits law if they have employees working in New York City.
In-depth review of the spectrum of Connecticut employment law requirements HR must follow with respect to taxation of employee compensation.
A roundup of the comprehensive state coverage XpertHR offers to help Connecticut employers ensure they are compliant with state HR and employment laws.