There is a large body of federal and state laws regulating Connecticut workplaces and providing protections for employees, in terms of their economic rights and their health and well-being. These laws are enforceable in the state and federal courts, and in certain administrative agencies.

Here are 10 Connecticut employment laws that have the most pronounced effect on workers in the state:

1. Minimum wage and overtime laws — Connecticut’s minimum wage for most workers will rise to $14 an hour on July 1, 2022 and $15 an hour on June 1, 2023. For overtime, employers must pay non-exempt employees 1.5 times the employee’s pay rate for any hours over 40 per week.
2. Employment discrimination — Connecticut’s Human Rights and Opportunities Act makes it unlawful for an employer with three or more workers to discriminate based on race, color, religion, age, disability, sexual orientation, pregnancy, gender, marital status, ancestry or genetics.
3. Connecticut Whistleblower Protection Program —Employers are prohibited from disciplining, penalizing or discriminating against an employee for reporting the employer’s illegal conduct or testifying about such conduct.
4. Sexual harassment — The Time’s Up Act requires employers with three or more workers to give sexual harassment training and to send each employee information about legal protections from sexual harassment. Employers can be fined $1,000 for failing to distribute this information.
5. Connecticut Family and Medical Leave Act — The CTFMLA allows employees to take 12 weeks of leave every 12 months for reasons such as childbirth, caring for a seriously ill family member, dealing with your own health problems and several other major life events.
6. Connecticut Paid Leave Act — This law provides eligible workers with income replacement during periods of leave. Employees who qualify can apply for paid leave for up to 12 weeks every 12 months.
7. Workers’ compensation — All employers must carry workers’ comp coverage and all employees are eligible to receive such benefits for work related injuries from their first day of employment.
8. Personnel files — Employees have the right to inspect and make copies of their personnel files upon presenting a written request. Former employees have the same rights as long as they make the request within a year of departure.
9. Recruitment and hiring — Connecticut's "Ban the Box" Law generally prohibits employers from inquiring on an initial employment application about a candidate’s prior arrests, criminal charges or convictions. There are, however, exceptions for certain jobs that require a higher level of security.
10. Marijuana — Connecticut partially legalized marijuana in 2021. Although employers can prohibit possessing and using cannabis in the workplace and can take action against employees who do so, an employee may be able to bring a civil action if they believe they have been wrongly accused of a violation.

If you believe your employer has violated your rights, an employment law attorney at Gesmonde, Pietrosimone & Sgrignari, L.L.C. will evaluate your situation and counsel you on how to enforce the law’s protections. Call 203-745-0942 or contact us online to schedule a consultation at our Hamden or East Haven office.