康州新劳工法10月1日生效 薪酬透明扩围、就业"卖身契"全面被禁
康涅狄格州今年通过的第 26-12 号公共法案（Public Act 26-12）已于 10 月 1 日生效，给全州雇主带来一揽子用工新规。其中最受关注的是薪酬区间披露义务的扩大：雇主在招聘早期向应聘者披露诚信薪酬区间时，必须同步披露健康保险、退休、附加福利、带薪休假等福利信息。
新法同时把"就业期票"（training repayment agreements，俗称"卖身契"）禁令扩大到所有雇主——此前仅适用于大雇主。2026 年 10 月 1 日之后签署的、要求员工提前离职须偿还培训费等款项的协议一律视为违反公共政策而无效。此外，所有雇主必须为哺乳期员工提供除常规休息之外的合理哺乳休息时间，并尽力提供带冰箱和电源插座的私密房间（不得是厕所隔间）。
法案还新增两项义务：雇主须以书面形式告知员工在《美国残疾人法》（ADA）下的合理便利权利；拥有 100 名以上员工的雇主须编制并公布加班及常用薪酬代码指南。州商业与工业协会（CBIA）提醒企业尽快对照自查。
Connecticut's New Labor Laws Take Effect October 1: Pay Transparency Expanded, Training Repayment Agreements Banned
Connecticut's Public Act 26-12, passed earlier this year, took effect October 1, bringing a package of new employment rules for employers statewide. Most notably, the pay-range disclosure duty is expanded: when employers disclose good-faith salary ranges to applicants early in hiring, they must also disclose benefits information including health insurance, retirement, fringe benefits, and paid leave.
The law also extends the ban on training repayment agreements — so-called "stay-or-pay" contracts — to all employers, previously only large ones. Agreements signed after October 1, 2026, requiring employees who leave early to repay training costs and similar sums are void as against public policy. In addition, all employers must provide nursing employees reasonable break time beyond regular rest periods and make a good-faith effort to provide a private room with a refrigerator and electrical outlet (not a bathroom stall).
The law adds two more duties: employers must inform workers in writing of their reasonable-accommodation rights under the Americans with Disabilities Act; and employers with 100 or more workers must prepare and publish guides on overtime and commonly used pay codes. The Connecticut Business & Industry Association (CBIA) is urging businesses to review compliance promptly.
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