EMPLOYMENT LAW NEWS
New Notice Requirements Coming to Connecticut
By Dana Holle, Counsel and Manager,and Christina Everling, Attorney
Connecticut employers must meet two new notice requirements by Oct. 1, 2026: expanded electronic monitoring disclosures under S.B. 472 and a new reasonable accommodation notice under H.B. 5003.
- ✓ Connecticut employers must comply with two new notice requirements by Oct. 1, 2026.
- ✓ S.B. 472 expands electronic monitoring notice rules, requiring disclosure of specific monitoring locations and a new plain language statement for employees hired on or after Oct. 1, 2026.
- ✓ H.B. 5003 requires employers to provide written notice of employees' right to reasonable accommodation under the ADA, with distinct timelines for new hires, existing employees, and employees who disclose a disability.
- ✓ Employers should update policies, prepare new-hire documentation, and build a process for the 10-day accommodation notice window ahead of the deadline.
Employers Face Two New Connecticut Notice Requirements Before Oct. 1, 2026
Connecticut employers have two new notice obligations to prepare for by Oct.1, 2026. S.B. 472, An Act Concerning the Electronic Surveillance of Employees, expands the state’s existing electronic monitoring notice law by requiring more specific disclosures about where monitoring may occur and adding a new notice requirement for new hires. H.B. 5003, An Act Concerning Workforce Development and Working Conditions in the State, includes a new notice requirement regarding employees’ right to reasonable accommodation in the workplace.
Notice of Electronic Monitoring
In Connecticut, “electronic monitoring” means collecting information about employees’ activities or communications while on an employer’s premises using methods other than direct observation. This includes using a computer, telephone, wire, radio, camera, electromagnetic, photoelectronic or photo-optical system. Electronic monitoring does not include security monitoring of common areas available for use by the public or were prohibited by law.
An employer that electronically monitors employees must provide prior written notice to affected employees, informing them of the types of monitoring. S.B. 472 adds that the notice must also inform the employees of the specific locations where such monitoring may occur. Two exceptions to the location disclosure requirement include (1) on airport premises, and (2) where an employer has reasonable grounds to monitor for security and employee safety purposes. Note: an employer may satisfy the prior written notice requirement by posting the required information in a conspicuous place, including the specific location where monitoring may occur.
For employees hired on or after Oct. 1, 2026, employers must provide a written, plain language statement explaining which activities are prohibited and may be monitored without prior notice. Such activities include misconduct whereby the employer has reasonable grounds to believe the employee is violating the law or the legal rights of the employer or its employees, or is creating a hostile work environment, and electronic monitoring may provide evidence.
Keep Informed
with GovDocs Employment Law News
Notice of Right to Reasonable Accommodation
Effective Oct. 1, 2026, Connecticut employers must also provide written notice of employees’ right to reasonable accommodation for a disability under the Americans with Disabilities Act. This notice obligation must be distributed to employees as follows:
- New employees at the start of employment
- Existing employees within 120 days of Oct.1, 2026
- Employees who notify the employer of a disability, within ten days of that notification
Employers may satisfy this notice requirement by displaying a poster, created by the Labor Commissioner, in a conspicuous, employee-accessible location at the workplace. HB 5003 also gives the Labor Commissioner authority to adopt regulations establishing additional requirements for how employers must provide this notice, so employers should watch for further guidance as the effective date approaches.
Next Steps for Employers
Connecticut employers should begin to prepare for the Oct. 1, 2026, deadline. Employers should update electronic monitoring policies to specify monitoring locations and prepare the new-hire plain language statement. Employers must also develop a process to handle the ten day notice timeframe when an employee discloses a disability and incorporate the new notice obligations into onboarding documentation.
This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.
What is GovDocs?
GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Whether you manage labor law postings, minimum wage or paid leave program, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance. The company is headquartered in Eagan, Minn.
The GovDocs Poster Store simplifies posting compliance for employers with less than 30 locations across all industries, offering a variety of posting products to meet your labor law compliance needs.
