CMC Report

by Ryan Cei – NESMA Board Member

September 2026

NESMA Legislative Committee September 2026 Update

Connecticut Manufacturing Coalition Update

  • Workforce shortages remain a top concern: Connecticut manufacturers currently have more than 7,000 open positions, while many experienced workers are nearing retirement.
  • New statewide campaign launched: The Connecticut Department of Economic and Community Development’s Office of Manufacturing introduced “I Can Make It” to promote manufacturing careers to middle school students, high school students, and young adults.
  • Goal is to change perceptions: The campaign highlights modern manufacturing as a technology-driven field with career paths in areas such as:
    • Aerospace
    • Robotics and automation
    • Shipbuilding
  • Marketing strategy: The initiative includes videos filmed at manufacturing facilities and technical schools, along with streaming TV ads, digital advertising, social media outreach, and a dedicated website.
  • Industry support: Manufacturing leaders, including executives from Burke Aerospace and Collins & Jewell Company, support the effort because workforce shortages are limiting growth opportunities.
  • Education partnerships: The Connecticut Technical Education and Career System is helping students and adult learners earn industry-recognized manufacturing credentials before entering the workforce.
  • Long-term objective: While the campaign will not solve labor shortages immediately, it is part of a coordinated strategy to strengthen the future talent pipeline and keep Connecticut’s manufacturing sector competitive.

Bottom line: Connecticut is investing in a statewide awareness campaign to show younger generations that manufacturing offers modern, technology-focused career opportunities and to help address the growing shortage of skilled workers. The campaign website is gotitmadect.com.

Employment Law Changes Impacting Connecticut Manufacturers in October 2026

Manufacturers should prepare for five employment law changes scheduled to take effect beginning October 1, 2026.

  1. Job Postings Must Include Pay Ranges and Benefits Information

Connecticut will require employers to include wage ranges in job advertisements, joining states such as California, Colorado, New York, and Massachusetts.

Starting October 1, 2026, internal and public job postings must include the role’s wage range and a general summary of benefits, including health insurance, retirement, fringe benefits, paid leave, and other non-wage compensation.

The requirement also covers certain remote roles connected to a Connecticut office or supervisor.

Manufacturers should update recruiting templates now so postings on company websites, LinkedIn, Indeed, and other job boards are ready for compliance.

Recruiters should be trained to provide the required disclosures before discussing compensation with candidates.

  1. Training Repayment Agreements Face New Restrictions

Connecticut’s expanded restrictions on employment promissory notes will affect how manufacturers structure training repayment, tuition reimbursement, and retention arrangements.

Beginning October 1, 2026, many agreements requiring employees to repay training costs if they leave before a set period will be void, with limited exceptions for certain advances, employee property arrangements, sabbatical leave terms, and collectively bargained programs. Employers should review onboarding documents, training agreements, tuition reimbursement policies, and bonus structures now for compliance.

  1. Larger Manufacturers Should Prepare for Payroll Transparency Rules

Manufacturers with 100 or more employees should prepare for new payroll transparency rules requiring a published guide to overtime and common pay differentials, such as shift, on-call, hazard, call-back, holiday, weekend, and geographic pay.

The guide must be available online in English, Spanish, and other commonly spoken employee languages, include a payroll dispute contact, and be shared with new hires and on each pay record. Employers that use compliant third-party payroll guides can satisfy the requirement without creating new pay codes or a new website solely for this law.

  1. Lactation Accommodations Are Mandatory

Connecticut’s lactation accommodation law will now require employers to provide reasonable additional break time and a private, non-bathroom space for employees to express milk or breastfeed on site.

Employers with one or more employees are covered, and anti-retaliation protections apply. Manufacturers should review production-floor and shift-work arrangements to ensure lactation spaces offer privacy, refrigerator or cold-storage access, and an electrical outlet.

  1. Electronic Monitoring Notices Must Be Expanded

Beginning October 1, 2026, Connecticut employers must expand electronic monitoring notices for video, telephone, and computer monitoring. In addition to posting notice in a conspicuous workplace location, employers must provide notice to new hires and in areas where monitoring occurs. Employers must also inform employees that monitoring may occur without prior notice if an employee violates the law, infringes on the legal rights of the employer or co-workers, or creates a hostile work environment.