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Connecticut Minimum Wage and Paid Sick Leave Changes Coming in 2026

"Effective January 1, 2026, Connecticut's paid sick leave law will apply to employers with 11 or more employees, lowering the threshold from 25 employees in 2025. Then, starting January 1, 2027, the law will cover almost all remaining employers with at least one employee."

Connecticut Public Schools Face Major Leave Law Changes This Fall: A Guide for Schools

"Starting October 1, 2025, ... Public Act 25-174 extends ... the Connecticut Family and Medical Leave Act (CT FMLA) and Connecticut Paid Family and Medical Leave (CT Paid Leave) to [certain] employees of 'public school operators' ... The new law affects a broad range of school personnel, including custodians, paraprofessionals, cafeteria staff, administrative personnel, and anyone else whose position does not require professional certification.... [T]hese changes do not impact certified school personnel, who will not be eligible for CT FMLA or CT Paid Leave unless their union has collectively bargained with their employer to participate in such programs."

Connecticut General Assembly Expands Eligibility for CT Family Medical Leave Act and CT Paid Leave

"Effective October 1, 2025, access to the Connecticut Family Medical Leave Act (CT FMLA) and Connecticut Paid Family Medical Leave Insurance (CT Paid Leave) will be expanded to include all non-certified school employees at both public schools and nonpublic elementary and secondary schools in Connecticut."

Connecticut Paid Sick Leave Act Amended by General Assembly

"If signed by the Governor, this bill would eliminate the one-hour increment minimum for [certain] employees of boards of education and municipalities if those employees are covered by a collective bargaining agreement ... [M]unicipalities and boards of education will be permitted to limit the use of the paid sick leave to the minimum increment prescribed in the collective bargaining agreement."

HIPAA Rule Strengthening the Privacy of Reproductive Health Care Services Takes Effect December 23

"Covered Entities and Business Associates, when receiving a request for PHI related to reproductive health care, must obtain a signed attestation that the use or disclosure is not for one of the prohibited purposes ... The attestation requirement applies when the request is for: [1] Health oversight activities; [2] Judicial and administrative proceedings; [3] Law enforcement purposes; [4] Disclosures to coroners or medical examiners."

Prudent Process Is Key to Plan's Victory in Excessive Fees Suit

"[P]lan participants alleged that the 401(k) plan's fiduciary committee failed to select low cost investment alternatives for the plan's lineup, and to monitor the plan's recordkeeping expenses, both of which led the plan to pay excessive fees ... In finding against the plaintiffs, the court ... pointed to consistent and reasonable actions that the committee took throughout the class period to manage plan fees." [Nunez v. B. Braun Medical Inc., No. 20-4195 (E.D. Penn. Aug. 18, 2023)]

An Update on 401(k) Plan Investment Issues, and Revenue Sharing in Particular

"In the last year or so, there have been a lot of developments in the law relating to the investment of 401(k) plan assets. There have been several important cases, and the implementation of DOL regulations requiring the disclosure of detailed information on fees, both from third party providers to plan sponsors and from plan sponsors to participants. This seems like a good time to address the question of what issues should be of concern to a plan committee that is charged with reviewing the performance of investments and the compensation of third party providers."