Connecticut businesses must display a specific set of state and federal labor law posters in a place where employees can see them during the workday. The exact list depends on how many people you employ and what kind of monitoring or leave programs apply, and the state expanded its paid sick leave posting rules as recently as January 2026. Missing a required notice is one of the easier ways to draw a fine during a routine inspection, and the fix costs nothing beyond a printer and some wall space.
Required Connecticut State Posters
These notices come from Connecticut statute. Read the employee-count thresholds carefully, because some apply the moment you hire your first worker and others kick in later.
Minimum Wage and Wage Regulations
Every employer covered by Connecticut’s wage and hour laws must post the state’s minimum wage order in a conspicuous place. As of January 1, 2026, the minimum wage is $16.94 per hour, adjusted annually under the federal Employment Cost Index per Public Act 19-4. The same notice covers overtime and recordkeeping obligations.1Justia. Connecticut Code 31-66 – Employers Records Orders To Be Posted
Sexual Harassment Prevention
If you have three or more employees, you must post a notice headed “Sexual Harassment Is Illegal” in large bold type. It has to include the statutory definition, a statement that harassment violates state and federal law, the available remedies (including back pay and compensatory damages), and contact information for the Commission on Human Rights and Opportunities. It also has to tell employees that a formal complaint must be filed with the Commission within 180 days of the alleged harassment.2Connecticut eRegulations. Regulations of Connecticut State Agencies 46a-54-201 – Posting Requirement for Employers Having Three or More Employees
Fair Employment Practices
Separate from the harassment poster, the Commission on Human Rights and Opportunities requires a general anti-discrimination notice covering race, religion, sex, national origin, disability, and the other protected classes under state law.3Justia. Connecticut Code 46a-54 – Commission Powers
Pregnancy Discrimination
A separate notice under CGS Section 46a-60 covers protections for pregnancy, childbirth, and related conditions in hiring, promotion, and other employment decisions.
Paid Sick Leave
Connecticut’s paid sick leave law expanded in 2024 on a phased schedule tied to headcount. Employers with 11 or more employees must comply as of January 1, 2026, and the requirement extends to every employer with at least one employee starting January 1, 2027. Covered workers accrue one hour of paid sick leave for every 30 hours worked, up to 40 hours a year, and can use the time for their own illness, a family member’s medical needs, a public health emergency, or circumstances tied to family violence or sexual assault.4Connecticut Department of Labor. Connecticut General Statutes 31-57r – 31-57w – Paid Sick Leave
Connecticut Family and Medical Leave and Paid Leave
The Connecticut Family and Medical Leave Act applies to every employer with one or more employees. Workers who have been on the job at least three consecutive months can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the birth or adoption of a child, a family member’s serious health condition, their own serious health condition, or organ or bone marrow donation.5Connecticut Department of Labor. Notice of Employee Rights Under the Connecticut Family and Medical Leave Act and Connecticut Paid Leave Act
You also have to provide written notice about the Connecticut Paid Leave Act, which offers income-replacement benefits funded by employee payroll contributions. The notice covers both the CTFMLA job protections and how to apply for benefits through the CT Paid Leave Authority, and you must give it to every new hire and to all employees each year.6CT Paid Leave. Frequently Asked Questions
Unemployment Compensation
Under Section 31-236f, employees must receive adequate information about unemployment benefits and how to file a claim. The obligation matters most at termination, but the general notice belongs on the wall with everything else.7Connecticut General Assembly. Connecticut Code Chapter 567 – Unemployment Compensation
Workers’ Compensation
You must post a notice explaining how to report a workplace injury and file a workers’ compensation claim. The Workers’ Compensation Commission sets specific rules on content, type size, and placement in Sections 31-279(b)-1 through 31-279(b)-3 of the Connecticut regulations.
Electronic Monitoring
This one trips people up. If your business uses any form of electronic monitoring, whether cameras, computer tracking, phone recording, or email surveillance, you must post a notice describing the types of monitoring in a conspicuous place readily available to employees. The posting itself counts as the required prior written notice under the statute. The only carve-outs are monitoring during a criminal investigation and security monitoring in public-facing common areas.8Justia. Connecticut Code 31-48d – Employers Engaged in Electronic Monitoring Required to Give Prior Notice to Employees
Required Federal Posters
State notices are half the picture. Federal law layers on its own set, and Connecticut employers must display both. Which federal posters you need depends on your size and industry, but most private employers need at least the ones below.
Fair Labor Standards Act
Any employer with workers covered by the FLSA must post the federal minimum wage notice in a conspicuous location. The U.S. Department of Labor updated this poster in April 2023; older versions no longer meet the requirement.9U.S. Department of Labor. Fair Labor Standards Act (FLSA) Minimum Wage Poster
OSHA Job Safety and Health
Connecticut runs its own state OSHA plan (CONN-OSHA), so use the state-equivalent safety and health poster instead of the federal version. If you print it yourself, it has to be on legal-size paper (8.5 by 14 inches) at minimum, with at least a 10-point font.10Occupational Safety and Health Administration. OSHA Cares Job Safety and Health Workplace Poster
EEOC Know Your Rights
Employers with 15 or more employees must post the EEOC’s “Know Your Rights: Workplace Discrimination is Illegal” notice, which covers race, sex, religion, national origin, age, disability, genetic information, and pregnancy. The poster must be accessible to applicants and employees with disabilities, which can mean audio or screen-reader-compatible files.11U.S. Equal Employment Opportunity Commission. Know Your Rights Workplace Discrimination is Illegal Poster
Federal Family and Medical Leave Act
Private employers with 50 or more employees in 20 or more workweeks must post the federal FMLA notice. This is separate from the Connecticut FMLA poster, which has a lower size threshold and applies to almost every employer in the state.12U.S. Department of Labor. Workplace Posters
USERRA
Every employer, regardless of size, must provide notice of employee rights under the Uniformed Services Employment and Reemployment Rights Act. You can satisfy this by posting the notice where employee notices are customarily displayed, or by distributing it by email or handout, as long as the full text is included.13U.S. Department of Labor. Your Rights Under USERRA Poster
Where to Display Them
The standard rule for on-site workplaces is a conspicuous location where employees can read the notices during normal work hours without asking permission. Break rooms, walls near the time clock, and common hallways are the usual choices. The test is whether a reasonable employee would naturally see the notices in a regular workday.14Business.CT.gov. Required Posters for Connecticut Businesses
Remote and Hybrid Workforces
If your entire workforce is remote, you can meet federal posting requirements electronically, but only if all three of these conditions are met: every employee works remotely full-time, every employee customarily receives information electronically, and every employee has readily available access to the electronic posting at all times without needing to request permission. A PDF buried in an obscure folder on the company server does not count.15U.S. Department of Labor. Field Assistance Bulletin No. 2020-7
Hybrid setups are different. Electronic posting supplements the physical display; it does not replace it. You still need hard copies on the wall for on-site staff, plus electronic access for anyone who rarely comes in, and you have to tell workers exactly where and how to find the notices online.15U.S. Department of Labor. Field Assistance Bulletin No. 2020-7
Language and Accessibility
If a significant portion of your workforce speaks a language other than English, provide translated versions. The Connecticut Department of Labor publishes Spanish-language versions of many posters, including the administration regulations poster, pregnancy discrimination notice, and CTFMLA/CTPL notice.16Connecticut Department of Labor. State Labor Regulation Posters On the federal side, the EEOC specifically requires the “Know Your Rights” notice to be available in formats accessible to workers with disabilities.11U.S. Equal Employment Opportunity Commission. Know Your Rights Workplace Discrimination is Illegal Poster
Where to Get the Posters
The Connecticut Department of Labor provides every required state poster free of charge. Download the PDFs from the DOL’s poster page and print them on a standard office printer. For physical copies, write to the Connecticut Department of Labor, Wage and Workplace Standards Division, 200 Folly Brook Blvd., Wethersfield, CT 06109, or call (860) 263-6790, and include your company name, address, Federal Identification Number, and Unemployment Registration Number.16Connecticut Department of Labor. State Labor Regulation Posters
Federal posters are available through the U.S. Department of Labor’s poster page, the EEOC’s website, and OSHA’s publications page. The DOL also runs a free “elaws Poster Advisor” tool that generates a customized list of the federal posters your business needs based on a short questionnaire.12U.S. Department of Labor. Workplace Posters
Third-party vendors sell bundled poster sets combining state and federal notices on a single laminated sheet. They can be convenient, but verify that whatever you receive reflects the most recent updates. An outdated all-in-one poster is worse than printing fresh PDFs from the official sources for free.
Penalties for Missing Posters
Fines vary by notice. Connecticut’s electronic monitoring statute sets an escalating schedule: $500 for a first violation, $1,000 for a second, and $3,000 for a third or later offense.8Justia. Connecticut Code 31-48d – Employers Engaged in Electronic Monitoring Required to Give Prior Notice to Employees
On the federal side, the EEOC can impose a penalty of $680 per violation for failing to post the “Know Your Rights” notice, adjusted for inflation each year.11U.S. Equal Employment Opportunity Commission. Know Your Rights Workplace Discrimination is Illegal Poster Willful failure to post the federal FMLA notice carries a civil penalty of up to $100 per offense.12U.S. Department of Labor. Workplace Posters OSHA can issue citations and additional penalties for a missing safety and health poster.
The dollar amounts are only part of the exposure. If an employee files a wage claim or discrimination complaint and the relevant notice was not posted, the employer loses the argument that the worker should have known the proper procedure or deadline. That is the practical reason to keep a current set on the wall.