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Yes: 0 • No: 0
ConnecticutHB 050032026 Regular SessionHouseWALLET
AN ACT CONCERNING WORKFORCE DEVELOPMENT AND WORKING CONDITIONS IN THE STATE.
Sponsored By: Labor and Public Employees Committee
Signed by Governor
Summary
To increase workforce development efforts and improve working conditions in the state.
labor and public employees
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Bill Overview
Analyzed Economic Effects
36 provisions identified: 25 benefits, 3 costs, 8 mixed.
$100,000 for families of fallen officers
The law provides a one-time $100,000 payment to the surviving family of a covered correction officer or investigator killed in the line of duty. The Comptroller pays one benefit per death after a family member gives notice. Payments depend on available funds and are made in the order notices arrive until the fund runs out. Other benefits do not reduce this payment.
Health coverage for worker survivors
Eligible survivors of a first responder or unpaid volunteer firefighter killed in the line of duty can continue partnership-plan health coverage for one year, with annual renewals for up to five years. Eligible spouses and children of certain public safety workers can also receive group health coverage after a qualifying work-injury death, if they do not qualify for another group plan. A dependent child’s coverage lasts through the calendar year they turn 26 or first get group coverage through their own job, whichever comes later.
Full pay after assaults at work
Starting October 1, 2026, covered health care and education workers, and certain students, can receive workers’ compensation equal to 100% of average weekly earnings after a qualifying work assault causes incapacity. The usual weekly benefit cap does not apply. Qualifying medical costs and lost pay for related court appearances are also covered; salary continues minus any workers’ compensation award, and the absence does not count against leave.
Homebuying help for first responders
Starting January 1, 2027, eligible first responders can apply for homebuying help, such as down-payment assistance, for a principal home in the community they serve. Firefighters and emergency medical workers must be certified or licensed and currently employed by a Connecticut fire or emergency service for a period set between two and five years. The law does not set the amount of assistance.
Property tax relief for first responder families
Starting October 1, 2026, a town may reduce or erase property taxes on the main home of a qualifying surviving spouse or domestic partner of a police officer, firefighter, or emergency medical technician who died while on duty. The town must choose to offer this relief, and the amount depends on the local program.
Cannabis workers get minimum wage
Beginning October 1, 2026, cannabis businesses cannot count workers’ tips toward the minimum wage. Covered employers must pay employees at least the state minimum fair wage.
Guard members pay fewer college fees
Starting July 1, 2027, eligible Connecticut Army and Air National Guard members do not pay covered mandatory enrollment fees. Members must be in good standing and enrolled or accepted in an eligible degree program. Community college coverage is for undergraduate programs; state universities and UConn may include graduate programs.
More job protection during contract changes
Beginning July 1, 2027, eligible workers at covered locations generally must receive a 90-day job transition when service contracts end or properties change hands. Workers usually must work at least 16 hours a week, have served the location for at least 60 days, and have worked there during the 90 days before the change. If fewer workers are needed, seniority decides who stays. Retained workers generally cannot be fired without just cause, and satisfactory workers must be offered continued work. Exceptions apply, including for some property sales and workers whose records support termination.
More pay information for job seekers
Starting October 1, 2026, employers must include pay or a pay range and general benefits information in job ads. For jobs without an ad, applicants must receive that information when they ask, before pay discussions, or before an offer. Employees must receive it when hired, when their job changes, or at their first request. Employers also cannot punish workers for using pay-transparency rights. Employers with at least 100 employees must explain their overtime pay codes and provide a contact for pay disputes.
More ways to recover construction wages
For covered construction contracts signed on or after January 1, 2027, contractors share responsibility for unpaid wages owed by subcontractors to their workers. Workers or labor organizations can sue the subcontractor, contractor, or both. A worker usually must give a contractor 30 days’ notice before suing it, unless earlier notice was given about the same subcontractor’s violation. Public and other government contracts and certain home projects are excluded; the home exclusion does not apply to projects with more than 15 homes at one site.
Workers protected from repayment notes
Beginning October 1, 2026, employers cannot require workers or job applicants to sign an agreement to repay the employer if they leave before a set time. This includes covered training repayment agreements. Notes signed on or after that date are void, regardless of employer size. Exceptions include repayment of advances, property transactions, certain education-worker sabbaticals, and union-bargained programs.
Workers’ compensation covers some commutes
Starting October 1, 2026, some state and municipal public works employees are covered by workers’ compensation during direct trips between home and duty. This applies to workers who take off-duty emergency calls, must report when nonessential workers are excused, or have worked at least two consecutive days of mandatory overtime. Coverage includes the trip to duty, the trip home, and the duty period.
Minimum wage rules exclude some players
Beginning October 1, 2026, minor league baseball players with a playing contract who are paid under a collective bargaining agreement are excluded from Connecticut’s minimum wage law.
First responders gain tuition help
Starting July 1, 2027, qualifying first responders and some state fire school students can receive tuition waivers at Connecticut State Community College and state universities. First responders must submit an employer certification and be enrolled or accepted at the school. Police, firefighters, and emergency medical workers must meet certification and current-employment requirements, with the required service period set between two and five years. Each applicable waiver provision is limited to 200 eligible people per academic year.
New unemployment rules for paraeducators
Starting July 1, 2026, an offer to return as a paraeducator must pay at least 90% of the prior school year’s total wages to count as reasonable assurance. The offer must be for the same kind of work, not depend on conditions the employer controls, and make it highly probable the work will happen. Covered education employers must report which paraeducators do or do not have reasonable assurance at least 10 days before regular school sessions end. These rules affect unemployment benefit decisions during school breaks.
Safer crane work, with new penalties
Starting October 1, 2026, state officials can stop unsafe crane or lifting work until a violation is fixed and a release is issued. A person served with an order can request a hearing in writing within 10 days. The board can also fine someone up to $1,000 per day for each violation involving unlicensed crane work or missing registration, after notice and a hearing.
Stronger records for public works wages
Starting October 1, 2026, covered public works employers must keep daily worker sign-in and sign-out records and submit them weekly. The records are public, and failing to file can bring a fine of up to $500, up to three months in jail, or both. For covered projects, the state also uses the journeyman rate to determine certain health, pension, annuity, and apprenticeship fund payments and benefits; the law does not say whether those amounts rise or fall.
Educators get private-sector placements
The state must establish a two-year program for certified educators to learn through placements with private employers by January 1, 2028. For the school years beginning July 1, 2028, and July 1, 2029, priority goes to educators in alliance districts or teaching subjects related to science, technology, manufacturing, or health care. The state will set stipend and employer grant rules, but the law gives no amounts.
Fairer hearing rules for teachers
Starting July 1, 2026, the review standard for firing a tenured teacher must match the standard for other discipline in the teacher’s union agreement. Tenured teachers can request a termination hearing within 10 calendar days of written notice; the teacher and superintendent choose an impartial hearing officer, with help from the American Arbitration Association if they cannot agree within five days. Non-tenured teachers can appeal a covered board decision to Superior Court within 30 calendar days.
More breaks and space for nursing workers
Beginning October 1, 2026, workers can take reasonable breaks, in addition to scheduled breaks, to breastfeed or express breast milk. Employers must make reasonable efforts to provide a private space near the work area, with refrigeration access and an electrical outlet, unless doing so would cause undue hardship. The space cannot be a toilet stall. Employers cannot retaliate against workers for using these rights.
More career connections for students
Starting October 1, 2026, regional workforce boards must include a navigator to connect adult education participants and public high school students in grades 9 through 12 with career opportunities. These can include internships, apprenticeships, job shadowing, and credentials.
More job help for Guard members
Starting January 1, 2027, Connecticut must hold an annual job fair for current and former National Guard members. The state must also promote and improve Guard employment help using existing resources. A state webpage will list job training, career counseling, and other employment resources, and Veterans Affairs must send newsletters to people who request them. The job fair does not guarantee employment.
More retirement options for some town workers
Starting October 1, 2026, a municipality outside the Municipal Employees’ Retirement Fund can offer eligible employees another retirement option. Employees eligible for service retirement can choose to participate for up to five years. The municipality’s actuary must certify that the plan is not expected to raise the town’s contribution rate.
New pay and education plans for public safety
By July 1, 2027, UConn must create a hiring and retention program for its special police and fire workers. It must set salary schedules for future negotiations and create an education benefit that may cover eligible dependents with trustee approval. The law also requires job classifications for UConn special police and part-time fire instructors. State police assigned to highway construction projects are paid at a rate set by an agreement between state commissioners; the law does not state that rate.
Optional payroll deductions for school dues
Beginning July 1, 2026, school boards and employee representatives can negotiate payroll deductions for union dues, initiation fees, and service fees. Employees choose whether to use the deductions. A service fee cannot exceed the dues uniformly required of union members.
Workers can review discipline evidence
Starting July 1, 2026, covered employees and their organizations can access monitoring evidence used in a proposed disciplinary action. They must sign a confidentiality agreement and keep recordings and images private, except when needed to defend the employee or as required by law. The departments must put needed policies in place by July 1, 2027.
Workers get clearer disability notices
Starting October 1, 2026, employers must give workers written information about disability accommodation rights. New employees get notice when they start; current employees must get it within 120 days. Workers who tell their employer they have a disability must get notice within 10 days. The Labor Commissioner must also provide downloadable workplace information in English and Spanish.
Grants for junior firefighter programs
The State Fire Administrator must create grants for junior firefighter programs run by volunteer fire departments. Departments must apply using state forms and procedures. The law does not set a grant amount or start date.
Statewide crisis response for mental health
By January 1, 2027, state police must expand a crisis response program across Connecticut. The program includes officer training, coordination with mental health professionals, and referrals to mental health services. It creates a statewide response pathway but does not guarantee an individual service.
Grants support nursing assistant training
Starting with the fiscal year ending June 30, 2027, the state must provide grants, within available appropriations, to organizations training prospective certified nursing assistants in greater Hartford and rural communities. Federal rural health funds must support rural programs when possible. The law does not set grant amounts.
Fewer damages for pay violations
Starting October 1, 2026, workers and job applicants can no longer seek punitive damages for violations of the state’s pay-transparency law. They can still seek compensatory damages, legal fees and costs, and other legal or equitable relief.
Companies must remove double poles
Electric and telephone companies must remove double utility poles that existed on January 1, 2027, by January 1, 2029. A company that misses the deadline may face a fine of up to $100 per violation for each day it continues. The state authority must also develop a contract rule for damage during pole transfers: damages under $100,000 must have a repayment process, while claims of $100,000 or more go to the authority for resolution.
Faster utility pole transfers
Starting July 1, 2027, pole custodians must notify users within 72 hours after planned work starts or emergency work ends. Users have 20 days to move equipment for jobs covering 50 or fewer poles, or 45 days for larger jobs; electric and telephone companies have 45 days to move their own equipment. Late transfers can bring fines up to $100 per violation per day, and users with overdue equipment on at least 3% of their poles can be publicly listed starting October 1, 2027. Some users not on the state list are exempt from specified duties, and collected penalties fund energy assistance.
Stricter crane rules for operators
Starting October 1, 2026, state officials can inspect crane licenses, registrations, and work agreements. Tree-care work loses certain exemptions from crane rules, and violations can bring fines up to $5,000 per violation per day. Violating a stop-work order brings a $5,000 fine for each day after notice, a hearing, and a finding of violation. The state can ask a court to collect unpaid penalties or stop unlicensed crane work.
New standards for employer internships
The state higher education boards must set internship standards by October 1, 2026, including at least six of eight career-readiness skills. By January 1, 2027, they must create online employer training. By July 1, 2027, Charter Oak State College must offer the course and give successful employers a credential. The college may charge employers an enrollment fee.
Restaurants can sell more lobsters
Food businesses can sell certain lobsters from outside Management Area 6 if they meet the size rules where they came from. Businesses must keep records of the lobsters’ origin and quantity for six months and provide them to law enforcement on request. Seafood dealers must give the required documents to buyers at the time of sale.
Sponsors & Cosponsors
Sponsor
Labor and Public Employees Committee
Affiliation unavailable
Cosponsors
Amy Morrin Bello
Democratic • House
Anne M. Hughes
Democratic • House
Anthony L. Nolan
Democratic • House
Aundre Bumgardner
Democratic • House
Bob Godfrey
Democratic • House
Bobby G. Gibson
Democratic • House
Daniel Gaiewski
Democratic • House
Derell Wilson
Democratic • House
Farley Santos
Democratic • House
Frank Smith
Democratic • House
Gary A. Turco
Democratic • House
Herron Gaston
Democratic • Senate
Hilda E. Santiago
Democratic • House
Hubert D. Delany
Democratic • House
Iris N Sanchez
Democratic • House
Jaime S. Foster
Democratic • House
James Sanchez
Democratic • House
Jane M. Garibay
Democratic • House
Jillian Gilchrest
Democratic • House
John A. Kissel
Republican • Senate
Joshua M. Hall
Democratic • House
Juan R. Candelaria
Democratic • House
Julie Kushner
Democratic • Senate
Kai J. Belton
Democratic • House
Kaitlyn Shake
Democratic • House
Kara Rochelle
Democratic • House
Kate Farrar
Democratic • House
Kenneth Gucker
Democratic • House
Kevin Brown
Democratic • House
Laurie Sweet
Democratic • House
Marcus Brown
Democratic • House
Michael "MJ" Shannon
Democratic • House
Michael D. Quinn
Democratic • House
Michael DiGiovancarlo
Democratic • House
Nicholas Menapace
Democratic • House
Nick Gauthier
Democratic • House
Patricia A. Dillon
Democratic • House
Patricia Billie Miller
Democratic • Senate
Rebecca Martinez
Democratic • House
Roland J. Lemar
Democratic • House
Ronald A. Napoli
Democratic • House
Sarah Keitt
Democratic • House
Steven Winter
Democratic • House
Sujata Gadkar-Wilcox
Democratic • Senate
Tammy R. Exum
Democratic • House
Tom Delnicki
Republican • House
Toni E. Walker
Democratic • House
Roll Call Votes
House vote • 4/13/2026
APP Vote Tally Sheet (Joint Favorable Substitute)
Yes: 0 • No: 0
Senate vote • 3/17/2026
Senate Roll Call Vote 227
Yes: 0 • No: 0
Senate vote • 3/17/2026
Senate Roll Call Vote 225
Yes: 0 • No: 0
Senate vote • 3/17/2026
Senate Roll Call Vote 224
Yes: 0 • No: 0
Senate vote • 3/17/2026
Senate Roll Call Vote 222
Yes: 0 • No: 0
House vote • 3/17/2026
House Roll Call Vote 120 AS AMENDED
Yes: 0 • No: 0
Senate vote • 3/17/2026
Senate Roll Call Vote 226
Yes: 0 • No: 0
House vote • 3/17/2026
LAB Vote Tally Sheet (Joint Favorable Substitute)
Yes: 0 • No: 0
Senate vote • 3/17/2026
Senate Roll Call Vote 223
Yes: 0 • No: 0
House vote • 3/17/2026
House Roll Call Vote 119 HOUSE AMD B
Yes: 0 • No: 0
Bill Text
Public Act No. 26-12
5/4/2026
File No. 745
4/29/2026
File No. 709
4/21/2026
File No. 400
4/2/2026
APP Joint Favorable Substitute
3/17/2026
LAB Joint Favorable Substitute
3/17/2026
Raised Bill
2/26/2026
APP Joint Fav. Rpt
APP Vote Tally Sheet (Joint Favorable Substitute)
Bill Analysis For File Copy 400
Bill Analysis For File Copy 709
Bill Analysis For File Copy 745
Bill Analysis for HB-5003, as amended by House "A"
Fiscal Note For File Copy 400
Fiscal Note For File Copy 709
Fiscal Note For File Copy 745
Fiscal Note for Amendment LCO 4793 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 4801 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 4803 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 4804 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 4805 (No Fiscal Impact)
Fiscal Note for Amendment LCO 4806 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 4814 (No Fiscal Impact)
Fiscal Note for Amendment LCO 4817 (No Fiscal Impact)
Fiscal Note for Amendment LCO 4833 (No Fiscal Impact)
Fiscal Note for Amendment LCO 4978 (No Fiscal Impact)
Fiscal Note for Amendment LCO 4985 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 5544 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5545 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 5546 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 5547 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5548 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 5550 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5551 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5555 (Future Savings)
Fiscal Note for Amendment LCO 5556 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5569 (Revenue Loss)
Fiscal Note for Amendment LCO 5571 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5577 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 5578 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 5582 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5586 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5588 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5589 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5591 (No Fiscal Impact)
Fiscal Note for Amendment LCO 5595 (See Fiscal Note Details)
Fiscal Note for Amendment LCO 5641 (No Fiscal Impact)
Fiscal Note for HB-5003, As Amended by House "A" (LCO 4985)
House LCO Amendment #4793 (D)
House LCO Amendment #4801 (R)
House LCO Amendment #4803 (R)
House LCO Amendment #4804 (R)
House LCO Amendment #4805 (R)
House LCO Amendment #4806 (R)
House LCO Amendment #4814 (R)
House LCO Amendment #4817 (R)
House LCO Amendment #4833 (R)
House LCO Amendment #4863 (D)
House Roll Call Vote 119 HOUSE AMD B
House Roll Call Vote 120 AS AMENDED
House Schedule A LCO# 4985 (D)
House Schedule B LCO# 4985 (D)
LAB Joint Fav. Rpt
LAB Vote Tally Sheet (Joint Favorable Substitute)
Senate LCO Amendment #5545 (R)
Senate LCO Amendment #5547 (R)
Senate LCO Amendment #5548 (R)
Senate LCO Amendment #5551 (R)
Senate LCO Amendment #5555 (R)
Senate LCO Amendment #5556 (R)
Senate LCO Amendment #5569 (R)
Senate LCO Amendment #5571 (R)
Senate LCO Amendment #5582 (R)
Senate LCO Amendment #5586 (R)
Senate LCO Amendment #5588 (R)
Senate LCO Amendment #5589 (R)
Senate LCO Amendment #5591 (R)
Senate LCO Amendment #5595 (R)
Senate LCO Amendment #5641 (R)
Senate Roll Call Vote 222
Senate Roll Call Vote 223
Senate Roll Call Vote 224
Senate Roll Call Vote 225
Senate Roll Call Vote 226
Senate Roll Call Vote 227
Senate Schedule A LCO# 5544 (R)
Senate Schedule B LCO# 5577 (R)
Senate Schedule C LCO# 5546 (R)
Senate Schedule D LCO# 5578 (R)
Senate Schedule E LCO# 5550 (R)
Summary for Public Act No. 26-12
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