Canada (EN)
Connecticut has enacted a new notice requirement that will require employers to proactively inform employees of their rights to reasonable accommodations under the federal Americans with Disabilities Act (ADA). The law takes effect October 1, 2026 and imposes specific timelines for delivering notice to employees.
Summary of key requirements
Beginning October 1, 2026, employers must provide written notice of ADA accommodation rights as follows:
- New hires: at the start of employment
- Existing employees: within 120 days of October 1, 2026
- Employees who disclose a disability: within 10 days of the disclosure
Employers may meet this obligation by providing written notice directly or by displaying a Labor Commissioner-issued poster in a conspicuous and accessible workplace location. The official poster has not yet been released but is expected prior to the effective date.
Employer takeaways
Employers with Connecticut employees should consider:
- Updating onboarding and notice processes to ensure timely delivery to new and existing employees and those who disclose a disability
- Monitoring for the Labor Commissioner poster and determining whether to rely on posting, written notice or both
- Training HR and managers to recognize and respond to accommodation requests
How Alight supports employers
Alight specializes in state and federal leave of absence programs. Alight Leave Solutions monitors state leave developments and state agency guidance and will incorporate changes where they affect the administration of leave of absence.
Disclaimer
This material is provided for general information purposes only and does not constitute legal advice. The information contained in this article reflects the legislative, statutory and/or regulatory landscape as of the date of publication. Given the evolving nature of laws, regulations and interpretive and official guidance, portions of this content may no longer be current. Readers should not rely on this content as a substitute for current compliance guidance and should consult the most up-to-date statutes, regulations and guidance, and/or seek legal advice before acting on any information referenced herein.
