Labor & Employment (Gig Economy)

This bill restricts the enforceability of noncompete agreements in Connecticut by limiting which workers can be bound by such contracts. It directly affects employees and independent contractors by establishing wage thresholds that determine whether a noncompete is valid. Under the new rules, noncompete agreements are automatically unenforceable for workers earning less than twice the state minimum wage, and for independent contractors earning less than five times the minimum wage. Additionally, noncompetes cannot restrict workers from working in geographic areas or performing job types where they had no significant presence or activity in the two years before leaving their job. The law also clarifies that certain agreements like nonsolicitation, nondisclosure, and business sale contracts are not considered noncompetes and remain unaffected.

SB 92 requires large warehouse employers (with 250+ workers at one site or 1,000+ across sites) to provide workers with written descriptions of all performance quotas, including potential penalties for not meeting them, before July 1, 2027. The bill prohibits quotas from interfering with meal breaks, bathroom access, or counting breaks toward productivity goals. Employers must maintain records of work speed data and quota details for three years, and workers can request their personal data and aggregated team data. This directly affects warehouse workers in large distribution centers and their employers in the state, starting July 2027.