Connecticut HR Consulting & Employment Law for Small Businesses
Connecticut has enacted significant employee protections including Paid Family and Medical Leave, one of the highest minimum wages in New England, and strong pay equity enforcement.
Connecticut employers are subject to the CT PFMLA (12 weeks of paid leave), Connecticut minimum wage (above federal, rising annually), Connecticut pay equity protections (no salary history inquiries), and one of the most broadly written anti-discrimination statutes in the Northeast.
Note: This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a qualified employment attorney for advice specific to your situation.
Key Connecticut Employment Laws
Connecticut Paid Family and Medical Leave
CT PFMLA provides up to 12 weeks of paid leave (plus 2 additional weeks for serious health conditions related to pregnancy) for bonding, family care, and medical leave. The program is employee-funded through a 0.5% payroll deduction. Employers must register with the CT Paid Leave Authority, display notices, and provide written notice to employees.
Connecticut Paid Sick Leave
Connecticut's paid sick leave law was expanded significantly. As of January 1, 2025, all employers with at least 1 employee must provide paid sick leave. Employees accrue 1 hour per 40 hours worked, up to 40 hours per year. Leave can be used for medical care, domestic violence, and public health emergencies.
Connecticut Pay Equity Law
Connecticut prohibits salary history inquiries for all private employers. Employers are also prohibited from restricting employees from discussing their wages with coworkers. Wage discrimination on the basis of sex is unlawful under the Connecticut Equal Pay Act, which applies to comparable work.
Cannabis Use Protections
Connecticut's adult-use cannabis law provides protections for employees who use cannabis outside of work hours. Employers generally cannot refuse to hire, discharge, or discriminate against employees based solely on off-duty cannabis use. Testing policies must comply with state guidance.
Compliance Thresholds for Connecticut Employers
1+ Employees: employees
- Connecticut minimum wage applies (above federal)
- Connecticut PFMLA contributions required (employee-funded)
- Connecticut Paid Sick Leave (for retail/service/nonprofit/manufacturing employers with 50+ employees -- all employers with 1+ after January 1, 2025)
3+ Employees: employees
- Connecticut Fair Employment Practices Act anti-discrimination protections
50+ Employees: employees
- Federal FMLA applies
- Connecticut FMLA applies (16 weeks in 2 years, running concurrently with federal FMLA)
- ACA employer mandate
Common Questions About Connecticut Employment Law
What does Connecticut Paid Family and Medical Leave provide?
CT PFMLA provides eligible employees up to 12 weeks of paid leave per year for qualifying events including bonding with a new child, caring for a seriously ill family member, or the employee's own serious health condition. Employees with pregnancy-related complications may receive up to 14 weeks. The program is employee-funded.
Does Connecticut require employers to provide paid sick leave?
Yes, effective January 1, 2025. All employers with at least one employee must provide paid sick leave to employees who work 10 or more hours per week. Employees accrue 1 hour for every 40 hours worked, up to 40 hours per year.
Can employers ask about salary history in Connecticut?
No. Connecticut prohibits employers from asking about an applicant's wage and salary history. Employers also cannot use salary history obtained from a prior employer (or background check) to set a new employee's compensation without the employee's consent.
What are Connecticut's cannabis employee protections?
Connecticut employers generally cannot discriminate against employees or applicants for off-duty, off-premises cannabis use. Employers may still prohibit cannabis use during work hours, on company premises, and may take action for impairment on the job. Safety-sensitive roles may have additional restrictions.
How does Connecticut FMLA differ from federal FMLA?
Connecticut FMLA applies to employers with 75 or more employees (versus 50 for federal FMLA) and provides up to 16 weeks of unpaid leave in a 24-month period. Connecticut FMLA includes a broader definition of family members than federal law.
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