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SB 436CONNECTICUTSession 2026State Billdead
Did Not Advance

Large Employers Mandated to Provide 14-Day Advance Work Schedules and Penalty Pay

Original title: AN ACT CONCERNING ADVANCED NOTICE OF AN EMPLOYEE'S WORK SCHEDULE BY AN EMPLOYER.

Last action · March 26, 2026: File Number 212Sponsors: Martin Looney and 2 others

Bill progressHistory & official text ↓
Introduced
Committee
Floor Vote
Passed
Law

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What This Bill Proposed

Covered large employers must provide employees with work schedules at least 14 days in advance and pay penalty wages for late schedule changes or cancelled hours, starting October 1, 2026. The measure applies to employers with 500 or more employees globally in retail, food services, hospitality, and certain long-term health care roles, and requires them to offer available shifts to current staff before hiring external workers.

Why it matters

Covered workers gain predictable scheduling rights and financial compensation when shifts are altered without advance notice, while large employers face new recordkeeping mandates, mandatory rest periods between shifts, and statutory penalties starting October 1, 2026.

Who It Would Have Affected

Groups the bill's text would have affected, as described in the record. Being affected is not a position for or against it.

Directly affected

Retail, food service, hospitality, and long-term healthcare employees

Employees receive 14-day advance notice of work schedules, mandatory premium pay for late schedule adjustments, rest period protections between shifts, and priority access to open hours before external hiring.

Directly affected

Large employers with 500 or more employees

Employers must establish written schedule request procedures, provide good faith schedule estimates, maintain three years of scheduling records, and pay financial penalties or extra wages for noncompliant schedule changes.

Directly affected

Labor Department

The agency receives inspection authority over employer records, promulgates enforcement regulations, collects civil penalties, and receives 75 percent of damages awarded through whistleblower lawsuits.

Key Facts

You don't have to trust us. Each fact below is taken straight from the official document - click any one to see the exact passage, highlighted in the original.

Frequently Asked Questions

Which employers are covered by the scheduling rules?
The bill covers retail establishments, hospitality establishments, or long-term health care services establishments employing 500 or more employees globally, and food services establishments employing 500 or more employees globally with 30 or more locations.
What compensation is required if an employer cancels a shift at the last minute?
Employers must pay one-half of the employee's per hour for each scheduled hour the employee does not work when hours are subtracted, a shift is cancelled, or changes result in a loss of hours without required notice.
Are there exceptions when emergency schedule changes are allowed without penalty?
Yes, exceptions include employee-requested leave, mutual employee-initiated shift swaps, employee schedule modification requests, or when operations cannot continue due to a public utility failure, natural disaster, or declared state of emergency.

What else do you want to know?

News Coverage

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Where This Stands

This bill did not become law - Died at adjournment · on the Senate floor.

Procedural history

9 actions
  1. Mar 26, 2026Connecticut General Assembly
    File Number 212
  2. Mar 26, 2026Senate
    Senate Calendar Number 133
  3. Mar 26, 2026Senate
    Favorable Report, Tabled for the Calendar, Senate
  4. Mar 26, 2026Connecticut General Assembly
    Reported Out of Legislative Commissioners' Office
  5. Mar 20, 2026Connecticut General Assembly
    Referred to Office of Legislative Research and Office of Fiscal Analysis 03/25/26 5:00 PM
  6. Mar 13, 2026Connecticut General Assembly
    Filed with Legislative Commissioners' Office
Show 3 earlier actions
  1. Mar 12, 2026Connecticut General Assembly
    Joint Favorable
  2. Mar 6, 2026Connecticut General Assembly
    Public Hearing 03/10
  3. Mar 5, 2026Connecticut General AssemblyCommittee
    Referred to Joint Committee on Labor and Public Employees

Version history

Only one version on file - nothing to compare yet. As later stages (committee substitute, engrossed, enrolled) are captured, the redline appears here.

View official text →

Lobbying Activity

No state lobbying filings in our records match this bill. Federal lobbying reports (LDA) cover Congress, so they are not listed on state bills.

Full breakdown

Who this bill affects and the strongest case for and against it, written only from the bill’s own text.

Sponsors

Martin LooneySenate · District 11DemocraticCosponsor
Nick GauthierHouse · District 38DemocraticCosponsor
Martha MarxSenate · District 20Democratic/Working FamiliesCosponsor

Discoveries

1 pattern noticed across the record

Patterns POLISCOPE noticed across the record. These are observations to investigate, not conclusions.

policy shift95% confidence

Introduction of Predictive Scheduling Mandates

The bill marks a significant regulatory shift by imposing statutory advance notice requirements and financial penalties for schedule adjustments on large retail, food, hospitality, and healthcare employers.

Labor DepartmentSuperior Court

Connected Entities

Sen. Martin M. Looney, Superior Court, Labor and Public Employees Committee and 3 more
PersonSen. Martin M. Looney“Cosponsor, 11th Dist.”Map →
OrganizationSuperior Court“Forum for civil actions and complaints”Map →
OrganizationLabor and Public Employees Committee“Reported substitute bill out of committee”Map →
PersonRep. Nick Gauthier“Cosponsor, 38th Dist.”Map →
PersonSen. Martha Marx“Cosponsor, 20th Dist.”Map →
OrganizationLabor Department“Receives civil penalties and enforcement funding”Map →

Sources

Open source document

cga.ct.gov

Analysis Score

0–100
  • Significance20
    Lowered because this bill did not pass (its text scored 85)
  • Controversy75
    Intensity of disagreement among stakeholders
  • Entertainment10
    Compellingness for a non-policy-wonk reader
  • Buzz60
    Current news / social attention level

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