March 31, 2023

Volume XIII, Number 90


March 31, 2023

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Connecticut Kicks Off Its 2023 Legislative Session With Slew of Employment-Related Bills

Connecticut employers have seen a significant increase in legislation affecting their businesses over the last few years. Just to highlight a few (of the many pieces of legislation) that Connecticut has enacted:

  • In 2019, Connecticut enacted the Paid Family and Medical Leave Act, which entitles eligible Connecticut employees to paid family leave.

  • In 2019, Connecticut enacted the Time’s Up Act, significantly broadening sexual harassment training requirements, toughening penalties for noncompliance, and enhancing protections for employees who complain about sexual harassment.

  • In 2021, Connecticut was among the first states to enact a pay transparency law that requires employers to disclose to applicants and employees the wage ranges for their positions.

  • In 2021, Connecticut enacted a recreational marijuana law that provides workplace protections for adults who use marijuana recreationally.

  • In 2022, Connecticut enacted a “captive audience” ban that makes it unlawful for employers to require employees to attend meetings to discuss “political matters.” (In November 2022, a coalition of employer groups filed a lawsuit in the U.S. District Court for the District of Connecticut challenging the law.)

This year’s legislative session does not show any signs of slowing down. Already at least two proposed bills are repeats of previous failed attempts to pass similar legislation:

  • Proposed S.B. No. 483—An Act Concerning Homemakers and Companions and Noncompete Provisions, “[t]o eliminate the prohibition on noncompete provisions in private employment contracts for homemakers and companions.”

  • Proposed S.B. No. 93—An Act Concerning Compensation for Certain Employees Whose Scheduled Shift Has Been Reduced or Cancelled, “[t]o require certain employers to provide advance notice to certain employees of changes in such employees’ work schedules.”

Other bills are new and follow the trend of Connecticut’s being at the forefront of labor and employment legislation, including the following:

  • Proposed H.B. No. 5243—An Act Concerning the Disclosure of Salary Ranges in Job Postings, “[t]o require employers to disclose salary ranges in all job postings.”

  • Proposed H.B. No. 5183—An Act Requiring Notice of an Employee’s Right to Choose Not to Be a Member of a Union, “[t]o provide clear notice of an employee’s right to choose not to be a member of a union.”

  • Proposed S.B. No. 485—An Act Concerning Time Frames for Binding Arbitration, “[t]o amend time frames for binding arbitration in Connecticut.”

  • Proposed S.B. No. 489—An Act Limiting the Days an Employer Can Mandate an Employee to Work, “[t]o protect workers’ work-life balance, mental health and prevent burnout.”

  • Proposed S.B. No. 491—An Act Concerning Workers’ Compensation Benefits for Certain Mental or Emotional Injuries, “[t]o allow workers’ compensation coverage to all workers for mental or emotional injuries.”

  • Proposed S.B. No. 21—An Act Prohibiting Employers From Charging Employees for Training Costs Upon Separation From Employment, “[t]o prevent employers from charging training costs to employees seeking to leave employment.”

© 2023, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., All Rights Reserved.National Law Review, Volume XIII, Number 20

About this Author

Marc Zaken, Ogletree Deakins Law Firm, Labor and Employment Attorney
Office Managing Shareholder

Marc Zaken is the Managing Shareholder of the Stamford office of Ogletree Deakins. For over 30 years, Marc has exclusively represented management clients in labor and employment law matters.  He has defended employers in age, sex, race, disability and other discrimination cases, as well as sexual harassment, wrongful discharge, breach of contract, employment tort and employee benefits litigations in the federal and state courts in Connecticut, New York and throughout the country and has appeared before the Equal Employment Opportunity Commission, the Connecticut...


Nicole S. Mulé is an associate in the Stamford office of Ogletree Deakins. Nicole devotes a substantial amount of her practice to employment litigation where she defends employers in a wide range of disputes including those involving discrimination, retaliation, harassment, wrongful termination, and breach of contract claims. Nicole represents employers in state and federal court and she regularly handles agency matters before the Equal Employment Opportunity Commission, the Connecticut Commission on Human Rights and Opportunities, and the Connecticut Department of Labor.