Compliance Stuff

It may already be April, but Connecticut employers still have several “new year” compliance updates to address. As spring approaches, now is a good time to dust off employee handbooks and make sure 2026 changes are fully implemented. 0:00 6:40 Quick Hits As of January 1, 2026, Connecticut employers with eleven or more employees must provide paid sick leave to all nonseasonal workers, with full expansion to employers of any size expected by January 1, 2027. Connecticut’s Paid Family and Medical Leave maximum weekly benefit rose to $1,016.40 in 2026 while the employee contribution rate remains unchanged at 0.5 percent of wages. Connecticut employers may want to audit exempt employee classifications in light of the state’s $16.94 minimum wage, as the narrow gap with the federal FLSA salary threshold may create wage-and-hour exposure for employees who do not qualify for a Connecticut white-collar or outside sales exemption. Expanded Coverage Under Connecticut Paid Sick Leave As of January ...

Employers in Colorado could face steep penalties for wage and hour violations under a new law that takes effect today. They also risk losing their license to operate if willful violations are not remedied. To avoid running afoul of the new law’s aggressive enforcement provisions, employers need to be strategic and timely when assessing wage demands. Here are the top six things you should know about HB25-1001 – which amends the Colorado Wage Act – and key compliance steps you should consider taking now. 1. Publicized Violations  The new law requires the Division of Labor Standards and Statistics to determine if violations of the Colorado Wage Act are willful. For each violation, the Director must publish the employer’s name on the Division’s website, which will likely encourage early resolution even when underlying claims are not made in good faith. The Director is also required to report any employer found to have engaged in a willful violation of the act to the relevant auth...