HR Services in Connecticut
The Employers Association of the NorthEast (EANE) helps Connecticut employers get the people side of business done right. Every year, thousands of HR professionals and business leaders across New England count on us for HR consulting, leadership and workforce training, and answers from people who know their state, their industry, and their name.
Our consultants live and work in the states they advise on. When a Connecticut employer calls with a question about CT Paid Leave or the new sick leave thresholds, they reach someone who works with these laws every week.
How We Help Connecticut Employers
HR Hotline. A live HR professional on the phone when a question comes up.
RightFit HR. Flexible, fractional, on-demand HR support. Engage us for ongoing monthly support, a defined project, or to fill an urgent gap.
Employee relations. Conflict resolution, investigations, discipline, and terminations, handled with someone experienced beside you.
Compensation and benefits. Comp plan design and benchmarking built on regional wage data drawn from thousands of New England employees.
Compliance services. HR audits, handbook development with Connecticut-specific policies, harassment prevention training that satisfies the state mandate, and more.
Leadership and workforce training. Public classes, on-site programs, and online learning that build managers who can actually manage.
HR Challenges in Connecticut
Connecticut employers deal with employment laws that go well past federal requirements, and the rules keep moving.
FMLA and paid leave are two different programs, and small employers are covered by both. FMLA provides job-protected leave and applies to employers with as few as one employee. Paid Leave is the income-replacement side, funded by a 0.5% employee payroll deduction.
Paid sick leave now covers most Connecticut employers. The state’s paid sick leave law expanded to employers with 11 or more employees on January 1, 2026, and it reaches every employer with even one employee on January 1, 2027.
Sexual harassment prevention training is mandatory. Employers with three or more employees must provide two hours of training to all employees, not just supervisors.
Pay transparency obligations apply. Connecticut requires employers to disclose wage ranges to applicants and employees, and Massachusetts now requires ranges in job postings, which matters if you recruit across the border.
Resources for Connecticut Employers
EANE in Other New England States
Frequently Asked Questions (FAQ)
Does Connecticut FMLA apply to my small business?
Almost certainly yes. Connecticut’s FMLA applies to employers with as few as one employee, unlike the federal FMLA, which starts at 50. If you have anyone on payroll in Connecticut, you have CT FMLA obligations.
What’s the difference between FMLA and Paid Leave in Connecticut?
CT FMLA is the job protection: up to 12 weeks of leave with the right to come back. CT Paid Leave is the paycheck: partial wage replacement funded by the 0.5% employee payroll deduction. They usually run together, but they have different rules, and administering them as one program is a common (and costly) mistake.
Do I have to offer paid sick leave in Connecticut?
If you have 11 or more employees, yes, as of January 1, 2026. On January 1, 2027, the law extends to every employer with at least one employee. We help employers build compliant accrual policies before their deadline arrives.
Is harassment prevention training really required?
Yes. Connecticut employers with three or more employees must provide two hours of sexual harassment prevention training to all employees. We deliver training that satisfies the mandate, in person or virtually.
We have employees in Massachusetts, Rhode Island, Vermont, New Hampshire, and Maine too. Can you handle that?
That’s one of the most common situations we see, and yes. Our consultants work across all states in New England (and with New York border questions), so you get one answer that accounts for every state involved instead of conflicting ones.
Do we have to become a member to work with you?
Do we have to become a member to work with you?
No. Membership has real advantages, including the HR Hotline and compliance alerts, but consulting, training, and project work are open to everyone.