Official posters are free
Government agencies publish these posters free of charge. You can download and print every one of them from the links on this page. Buying a commercial all-in-one poster is optional.
Connecticut state posters
These are the posters Connecticut agencies list for employers. Some apply only to certain employers, as noted. The state’s own list is the final word: Connecticut Department of Labor: State Labor Regulation Posters.
| Poster | Who must post it | Published by |
|---|---|---|
| Administrative Regulations Poster (DOL-75: minimum wage and wage and hour rules) Languages: English, Spanish | Employers in all industries and occupations other than the mercantile trade and restaurants (which have their own posters below). It must be posted wherever covered workers are employed. | Connecticut Department of Labor, Wage and Workplace Standards Division |
| Mercantile Trade Poster (DOL-78) | Employers in the mercantile trade. It must be posted wherever persons covered by the order are employed. | Connecticut Department of Labor, Wage and Workplace Standards Division |
| Restaurant / Hotel Restaurant Poster (DOL-79) Languages: English, Spanish | Restaurant and hotel restaurant employers. | Connecticut Department of Labor, Wage and Workplace Standards Division |
| Paid Sick Leave Poster Languages: English, Spanish | Employers with 11 or more employees. The department says the poster satisfies the employer's notice obligation under the Paid Sick Leave law (C.G.S. § 31-57r) for these employers. | Connecticut Department of Labor |
| Pregnancy Discrimination and Accommodation in the Workplace Languages: English, Spanish | Each employer with one or more employees. Employers must post or provide this notice to existing employees, to new employees at the start of employment, and to an employee within 10 days after she notifies the employer of her pregnancy. A poster in English and Spanish in a conspicuous place satisfies the law. | Connecticut Department of Labor |
| Electronic Monitoring Notice (DOL-100, effective October 1, 2026) | Each employer who engages in any type of electronic monitoring of employees. Posting the notice in a conspicuous place readily available for employees to view counts as the required prior written notice. | Connecticut Department of Labor |
| Mercantile / Retail Trades (Minors) | Mercantile and retail employers that employ minors. It must be posted in a conspicuous place in rooms where minors are employed. | Connecticut Department of Labor |
| Restaurants / Food Service (Minors) | Restaurant and food service employers that employ minors. It must be posted in a conspicuous place in rooms where minors are employed. | Connecticut Department of Labor |
| Prevailing Wage Law Poster | Contractors and subcontractors performing work for the state. The poster says C.G.S. § 31-55 requires them to post the prevailing wages, as determined by the Labor Commissioner, in a prominent place. | Connecticut Department of Labor |
| Discrimination Is Illegal Languages: English, Spanish | Any Connecticut business with employees. It goes in a break room, lunchroom or other common area. | Connecticut Commission on Human Rights and Opportunities (CHRO) |
| Sexual Harassment Is Illegal Languages: English, Spanish | Employers with three or more employees (C.G.S. § 46a-54(15)). It must be posted in a prominent and accessible location. | Connecticut Commission on Human Rights and Opportunities (CHRO) |
| Domestic Violence Resources in Connecticut Languages: English, Spanish | Employers with three or more employees (C.G.S. § 46a-54(20)). | Connecticut Commission on Human Rights and Opportunities (CHRO) |
| Office of the Healthcare Advocate Notice Languages: English, Spanish | Each employer that provides health insurance or health care benefits to employees (C.G.S. § 38a-1046). It must be posted in a conspicuous location. | Connecticut Office of the Healthcare Advocate |
Good to know
- Each employer subject to the workers' compensation law must post, in a conspicuous place, a notice of the availability of compensation in type of not less than ten-point boldface (C.G.S. § 31-284(f)). The state does not offer it for download on its poster page. (source)
- Employers with three or more employees must also send each employee a copy of the sexual harassment information within three months of the start date, by email if the employee has a work or personal email address on file. (source)
- The Employers' Written Notice to Employees of Rights under CTFMLA and CT Paid Leave does not have to be posted, but it must be included in employee handbooks or distributed to employees. (source)
- The Department of Labor mails free printed copies of its labor regulation posters on request. Call (860) 263-6790 and give your company name and address, federal ID number and unemployment registration number. (source)
Federal posters
Connecticut employers also need federal posters. Which ones apply depends on your number of employees and type of business. The U.S. Department of Labor’s free Poster Advisor tells you which federal posters your business needs.
Federal posters for most employers
| Poster | Who must post it | Published by |
|---|---|---|
| Employee Rights Under the Fair Labor Standards Act (federal minimum wage) | Every employer with employees covered by the Fair Labor Standards Act. | U.S. Department of Labor, Wage and Hour Division |
| Know Your Rights: Workplace Discrimination Is Illegal | Employers covered by federal anti-discrimination laws. Most employers with at least 15 employees are covered (20 for age discrimination). | U.S. Equal Employment Opportunity Commission |
| Job Safety and Health: It's the Law | Private employers. In a state with an OSHA-approved state plan, post the state's equivalent poster instead. | Occupational Safety and Health Administration (OSHA) |
| Employee Rights Under the Family and Medical Leave Act | Private employers with 50 or more employees in 20 or more workweeks, plus public agencies and public and private elementary and secondary schools. | U.S. Department of Labor, Wage and Hour Division |
| Employee Polygraph Protection Act | Most private employers (it does not apply to federal, state or local governments). | U.S. Department of Labor, Wage and Hour Division |
| Your Rights Under USERRA (military service members) | All employers must give this notice to employees covered by USERRA. Posting it where employee notices are posted is the usual way. | U.S. Department of Labor, Veterans' Employment and Training Service |
Federal posters for specific employers
These apply only to federal contractors, farms and a few other employers.
| Poster | Who must post it | Published by |
|---|---|---|
| Notice to All Employees Working on Federal or Federally Financed Construction Projects (Davis-Bacon Act) | Contractors and subcontractors on federal or federally financed construction contracts over $2,000 that are subject to the Davis-Bacon and related acts. | U.S. Department of Labor, Wage and Hour Division |
| Employee Rights on Government Contracts (Service Contract Act and related acts) | Contractors and subcontractors on federal service contracts over $2,500 that use service employees. | U.S. Department of Labor, Wage and Hour Division |
| Worker Rights Under Executive Order 13658 (federal minimum wage for contractors) | Federal contractors and subcontractors covered by Executive Order 13658. | U.S. Department of Labor, Wage and Hour Division |
| Notification of Employee Rights Under Federal Labor Laws (Executive Order 13496) | Federal contractors and subcontractors covered by Executive Order 13496. | U.S. Department of Labor, Office of Labor-Management Standards |
| Migrant and Seasonal Agricultural Worker Protection Act (MSPA) Languages: English/Spanish, English/Haitian Creole, English/Vietnamese, English/Hmong | Agricultural employers, agricultural associations and farm labor contractors that employ migrant or seasonal agricultural workers. | U.S. Department of Labor, Wage and Hour Division |
| Employee Rights Under the H-2A Program Languages: English, Spanish | Agricultural employers hiring temporary agricultural workers on H-2A visas. | U.S. Department of Labor, Wage and Hour Division |
| Employee Rights for Workers with Disabilities Paid at Special Minimum Wages (FLSA section 14(c)) | Employers with workers paid under special minimum wage certificates authorized by section 14(c) of the Fair Labor Standards Act. | U.S. Department of Labor, Wage and Hour Division |
Requirements for federal contractors change with executive orders. If you hold a federal contract, check the contract's own posting clauses and the Department of Labor's Poster Advisor.
Where and how to post
Post the notices in a conspicuous place where employees and applicants can easily see them, such as a break room or next to the time clock. Some notices must also be given to employees directly or offered in other languages; the agency pages above say when.
Remote employees: The EEOC says electronic posting usually supplements the physical poster. For employers without a physical location, or for employees who work remotely and don't regularly visit the workplace, electronic posting may be the only posting. (EEOC)
More free tools for Connecticut employers
- Connecticut payroll agency directory: where to register, report new hires and file.
- W-4 / CT-W4 Helper: help new hires fill out their withholding forms.
- Paycheck calculator: estimate take-home pay with federal and Connecticut withholding.
- New employer payroll setup: the steps to take before your first payroll.
- All Connecticut payroll guides
Legal disclaimer
This page is a resource only. It provides general information about workplace posting requirements. It is not legal advice, and reading it does not create an attorney-client or professional relationship. Employers are solely responsible for knowing which notices apply to them and for keeping every posted notice complete and up to date.
Posting requirements depend on your business: the number of employees, your industry, government contracts, whether you employ minors, and your city or county. Laws, posters, posting rules and agency web addresses change, sometimes with little notice, and these changes may not be reflected here right away.
We check this list and its links regularly (last checked ), but we make no guarantee that it is complete, accurate or current, and we are not responsible for the content of the government websites we link to. The agencies that publish the posters are the final authority. For advice about your specific situation, contact the agency or a qualified employment attorney.
Connecticut Payroll Guide is an independent website and is not affiliated with, endorsed by, or acting on behalf of the State of Connecticut, the U.S. Department of Labor, or any other government agency.
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