Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on your behalf, you’ll need to close your Connecticut State Unemployment and Withholding accounts prior to joining our platform. Here are the steps to do that.
Family & Medical Leave Act
Connecticut law provides up to 16 weeks of unpaid leave in a 24-month period for eligible employees at an employer with 75 or more employees for certain family- and health- related reasons, such as the birth of a child or to tend to a close relative’s serious health condition.
Connecticut General Assembly: Family & Medical Leave Act
Paid Sick Leave
Under Connecticut’s Paid Sick Leave law, employers must provide up to 40 hours of sick leave annually for their employees and are required to display a notice (linked below) that details employee rights under the law for employees to view.
Department of Labor: Paid Sick Leave
Connecticut rules on regular pay days, minimum wage, and exempt salary thresholds can be found here.
In Connecticut, the final paycheck must be issued by the business day following termination if the termination is involuntary. For a voluntary termination the final paycheck may be issued on next regularly scheduled payday.
Additionally, the unemployment insurance packet must be provided to all separating employees, regardless of the reason for leaving. Employers must complete Form UC-61, “Section F - Unemployment Notice” before providing the packet to the employee. You can access the form here.
Department of Labor: Connecticut wage payment law
Connecticut employers are forbidden from asking prospective employees about past wages and compensation histories at any point during the hiring process, among other requirements. The law is intended to help remedy the pay gap between men and women.
Connecticut requires employers with three or more employees to post notices to employees concerning the illegality of sexual harassment and remedies available to victims of sexual harassment.
Employers with 50 or more employees must provide two hours of sexual harassment training to all supervisory* employees once every two years. Supervisors must be trained within six months of taking a position as a supervisor.
*Supervisors working remotely outside of Connecticut that supervise employees in Connecticut are also subject to these training requirements.
Department of Labor: Regulation for Sexual Harassment Posting & Training
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.