The 2026 Connecticut legislative session ended on May 6th, with the General Assembly passing 218 laws originating from a multitude of committees. Several of the most consequential employment-related changes came out of the Labor and Public Employees Committee. The Legislature rolled a number of these bills into one Public Act (26-12). This Act generally expands employee workplace protections while restricting certain employer labor practices. On May 11th, Governor Ned Lamont signed into law Public Act 26-12, an omnibus bill with bipartisan support.
Public Act 26-12 includes labor and employment provisions addressing the following topics:
- Enhanced workers’ compensation benefits for certain employees assaulted on the job
- Joint liability for general contractors and subcontractors for unpaid wages in construction
- Retention requirements for certain service contract workers when contracts change hands
- Updates to the teacher termination process
- Expanded break-time protections related to breastfeeding
- Wage range and benefits disclosure requirements for job postings
Key Changes and Practical takeaways
Enhanced workers’ compensation for assaulted workers
Teachers, health care providers, and certain related employees who are assaulted in the course of their employment may now be eligible to receive 100% of their pay, related medical expenses, and pay associated with required court appearances. This increases the benefit from the prior 75% wage-replacement level.
Employer takeaway: Employers in affected industries should review incident reporting, leave/pay continuation practices, and coordination between workers’ compensation administrators and payroll/HR to ensure prompt and accurate payment at the new benefit level where applicable.
Construction contractors and subcontractors’ joint liability for unpaid wages
Effective January 1, 2027, general contractors will be held jointly and severally liable for wages that a subcontractor fails to pay to its workers on covered projects. Such general contractors may bring a civil action in Superior Court to recover damages sustained by reason of making such payment, together with costs and reasonable attorneys’ fees.
Employer takeaway: General contractors should consider updating subcontract agreements (e.g., indemnification and audit rights), tightening onboarding due diligence, and implementing periodic wage/payment verification processes to reduce exposure for downstream nonpayment. General contractors should remember not to go so far as to create a joint employer relationship. Seek qualified counsel to understand this limitation.
Retention of service contract workers
Entities that take over service contracts at multifamily housing (more than 50 units), commercial centers (over 75,000 square feet), airports, schools, hospitals, warehouses, and private colleges must retain the prior contractor’s employees for at least 90 days. During this period, employees may only be fired for just cause. After the 90-day period, employees in good standing must receive offers of continued employment.
Employer takeaway: Incoming contractors at covered facilities should build the 90-day retention period into transition timelines, budget assumptions, and onboarding plans. Such contractors should initially expect to maintain most of the staff unless significant and documented performance issues exist. Facility owners who are unhappy with their current level of service must recognize that dramatic changes in staff will be slow to occur. Specific operational standards must be addressed with the new contractor so weak performers can be eliminated. Implementation under this law will be interesting to see.
Teacher termination process
Teachers undergoing the statutory termination process will now be entitled to a binding decision from an impartial hearing officer. This change aligns certain procedural protections for teachers more closely with those afforded to other public service employees, such as police officers and firefighters.
Employer takeaway: Boards of education and school administrators should review collective bargaining agreements, internal timelines, and hearing procedures to ensure they align with the new binding impartial hearing officer framework.
Breastfeeding
Employers will now be required to provide reasonable break time for breastfeeding in addition to an employee’s regularly scheduled breaks. Previously, state law generally limited breastfeeding breaks to regularly scheduled break periods; this change expressly requires additional break time when reasonable.
Employer takeaway: Update break and accommodation policies, train managers on scheduling practices, and confirm that lactation space procedures and timekeeping/pay practices are consistent with the expanded break-time requirement.
Wage range and benefits disclosure
Employers are now required to include both a wage range and a general description of benefits in all external and internal job postings. Previously, wage ranges generally only had to be provided upon request.
Employer takeaway: Review job posting templates and workflows (including third-party recruiters and job boards). A “general benefits description” can be handled with a concise summary (e.g., health insurance, retirement plan, paid time off, and other key offerings), but postings should be consistent across platforms and aligned with current plan documents.
Unsuccessful bills that are likely to return in the future
While Public Act 26-12 advanced several significant changes, a number of other workplace proposals did not pass this session but are likely to return in a future session.
- Further restrictions on noncompete/non-solicitation/non-disclosure agreements
- New predictive scheduling framework for large retail, food service, hospitality and long-term care employers
- AI employment decision-making and self-checkout regulations
- Unemployment benefits for striking workers
Brody and Associates regularly advises management on complying with the latest local, state and federal employment laws. If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560
