Covered employers must retain workers during certain site changes

A successor employer must retain eligible workers for at least 90 days. The rule covers workers who worked at least 16 hours per week and performed covered services at a listed location for at least 60 days. It applies when covered service contracts or certain properties change hands. A successor employer need not retain a worker whose attendance or performance records would lead a reasonably prudent employer to end the worker’s employment. For a property purchase or transfer, the rule applies only when the services are substantially the same as before. If fewer workers are needed, the employer must retain workers by seniority within each job classification. During the 90 days, retained workers may be discharged only for just cause based on their own performance or conduct. The requirement takes effect July 1, 2027. The 90-day period starts when the successor first performs services or, after a property transfer, when services begin.

Employers must provide applicants and employees with the pay range and a general description of benefits at the times specified by law, and include them in job ads. These rules cover jobs performed in Connecticut and jobs performed outside the state when the employee reports directly to a supervisor, office, or worksite in Connecticut. Applicants must receive the information upon request or before any discussion of pay or offer of pay, unless the position was posted in an internal or public job ad. Employees must receive it when hired, when changing positions, or upon their first request. The law does not require employers or employees to disclose anyone’s actual pay. The wage-history inquiry rule has an exception when another state or federal law specifically authorizes the inquiry. The section takes effect October 1, 2026.

Employers must provide reasonable break times for an employee to express breast milk or breastfeed at work, in addition to scheduled breaks. This applies to employers with one or more employees, including the state and its political subdivisions. Employers must make reasonable efforts to provide a private place near the work area that is not a toilet stall. Unless doing so would cause significant difficulty or expense, the place must be free from intrusion, have access to cold storage, and include access to an electrical outlet. Employers may not punish or discriminate against an employee for using these rights. The section takes effect October 1, 2026.