Labor & Employment (Labor Standards) in Connecticut

in committee · Connecticut · Senate Apr 2, 2026

SB 352: AN ACT CONCERNING THE MINIMUM FAIR WAGE AND PERSONS EMPLOYED AT CANNABIS ESTABLISHMENTS.

SB 352 requires cannabis businesses (including dispensaries and producers) to enter into "labor peace agreements" with approved labor unions as a condition for obtaining or renewing licenses. To qualify as a "bona fide labor organization," unions must apply to the state department, meet specific criteria (like representing cannabis workers or having active organizing efforts), and maintain compliance with reporting standards. The bill establishes a process for the department to maintain a list of eligible unions and mandates binding arbitration for disputes over agreements, with license suspension as a penalty for violations. It directly affects cannabis employers and unions seeking to represent workers in the state’s cannabis industry.

Topics ✓ Labor & Employment

Sub-Topics Collective Bargaining Labor Standards Minimum Wage

passed · Connecticut · Senate May 1, 2026

SB 271: AN ACT IMPLEMENTING THE RECOMMENDATIONS OF THE LABOR DEPARTMENT.

This bill amends labor laws to limit workweeks to six days for most commercial and industrial employees, protecting them from dismissal for refusing to work seven days. It also revises unemployment rules to require medical documentation for individuals seeking part-time work due to chronic health conditions while claiming benefits. These changes directly affect workers in covered industries and employers who must comply with the new workweek limits and benefit eligibility standards. The provisions take effect October 1, 2026, as specified in Sections 4 and 1 of the bill.

Topics ✓ Labor & Employment

Sub-Topics Labor Standards Unemployment Workers' Compensation

in committee · Connecticut · House Feb 6, 2026

HB 5057: AN ACT ESTABLISHING A PERSONAL INCOME TAX DEDUCTION FOR TIPS OR GRATUITIES.

HB 5057 would allow workers who report tips to their employers to deduct the full amount of those declared tips from their taxable income when filing personal income taxes. This directly affects service industry workers, such as servers and bartenders, who receive tips as part of their earnings. The bill amends tax code to create a specific deduction for "tips or gratuities declared by a taxpayer," reducing the income subject to tax. It applies only to tips already reported to employers, not unreported tips, and does not change how tips are taxed at the employer level.

Topics ✓ Budget & Taxes ✓ Labor & Employment

Sub-Topics Income Tax Labor Standards Minimum Wage

in committee · Connecticut · House Feb 9, 2026

HB 5087: AN ACT ESTABLISHING PERSONAL INCOME TAX DEDUCTIONS FOR TIPS OR GRATUITIES AND OVERTIME PAY.

HB 5087 would create a state-level personal income tax deduction for taxpayers who earn tips or overtime pay, mirroring the existing federal tax treatment for these income types. It directly affects workers in service industries (like restaurants or hospitality) who receive tips or earn overtime, as well as other earners with these income streams. The bill would amend tax law to allow these specific income categories to be deducted when calculating taxable income, similar to how they are treated federally. This policy change simplifies tax filing for affected workers by aligning state deductions with federal rules.

Topics ✓ Budget & Taxes ✓ Labor & Employment

Sub-Topics Business Taxes Income Tax Tax Incentives Labor Standards Minimum Wage

in committee · Connecticut · Senate Feb 17, 2026

SB 207: AN ACT EXEMPTING OVERTIME INCOME FROM THE PERSONAL INCOME TAX.

SB 207 would exempt overtime pay from personal income tax, directly affecting employees who earn overtime wages. The bill amends tax law to remove the amount earned through overtime work from taxable income calculations. This means workers would pay no state income tax on earnings from hours worked beyond their regular schedule. The policy change simplifies tax treatment for overtime income without altering the tax rate for regular wages.

Topics ✓ Budget & Taxes ✓ Labor & Employment

Sub-Topics Business Taxes Income Tax Sales Tax Labor Standards

in committee · Connecticut · House Mar 26, 2026

HB 5386: AN ACT REQUIRING PAYCHECK TRANSPARENCY.

HB 5386 requires employers with 50 or more employees (including state/local governments) to provide employees with detailed written or electronic pay statements showing hours worked, gross earnings (separating regular and overtime pay), deductions, and net pay. It also mandates that these employers create and post a multilingual guide online explaining pay codes like shift differentials, hazard pay, or holiday pay, including dispute resolution contact information. The guide must be provided to employees at hire and included on each pay statement, with updates for new pay codes. This law takes effect October 1, 2026, and applies to all covered employers in Connecticut.

Topics ✓ Labor & Employment

Sub-Topics Labor Standards

signed · Connecticut · House Jun 2, 2026

HB 5385: AN ACT ESTABLISHING A TASK FORCE TO STUDY UNDUE DELAY IN WORKERS' COMPENSATION CLAIMS BY POLICE OFFICERS AND FIREFIGHTERS.

HB 5385 requires the Workers' Compensation Commission to study why police officers and firefighters face delays in their workers' compensation claims. The study must examine specific causes, including administrative processing, medical provider scheduling issues, and insurer authorization requirements. The Commission must complete this study and submit a report to the legislature by January 1, 2027, to identify potential solutions for reducing delays. This bill does not change existing claim procedures but aims to inform future policy decisions.

Topics ✓ Labor & Employment

Sub-Topics Labor Standards Workers' Compensation

in committee · Connecticut · Senate Apr 20, 2026

SB 356: AN ACT CONCERNING ELECTRONIC FILING OF CERTIFIED PAYROLL AND DAILY LOGS FOR CERTAIN PUBLIC WORKS PROJECTS.

SB 356 requires contractors working on state or local public works projects (including off-site custom fabrication for such projects) to pay prevailing wages and provide employee welfare fund contributions or equivalent wages to workers. Violations, such as underpaying wages or failing to cover benefits, trigger $5,000 fines per offense and may lead to contract termination or debarment if violations exceed $50,000 in back wages or penalties over three years. The Labor Commissioner maintains a public list of violators, including violation details and financial penalties, and can refer repeat offenders for debarment. This law directly affects contractors and subcontractors on covered public projects, ensuring compliance with wage and benefit standards.

Topics ✓ Labor & Employment

Sub-Topics Labor Standards

All labor & employment bills