Read the full stored bill text
House of Representatives
HB5386 / File No. 199 1
General Assembly File No. 199
February Session, 2026 House Bill No. 5386
House of Representatives, March 26, 2026
The Committee on Labor and Public Employees reported
through REP. SANCHEZ, E. of the 24th Dist., Chairperson of
the Committee on the part of the House, that the bill ought to
pass.
AN ACT REQUIRING PAYCHECK TRANSPARENCY.
Be it enacted by the Senate and House of Representatives in General
Assembly convened:
Section 1. Section 31 -13a of the general statutes is repealed and the 1
following is substituted in lieu thereof (Effective October 1, 2026): 2
(a) [With] Subject to the provisions of subsection (c) of this section, 3
with each wage payment each employer shall furnish to each employee, 4
in writing or, with the employee's explicit consent, electronically, a 5
record of hours worked, the gross earnings showing straight time and 6
overtime as separate entries, itemized deductions and net earnings, 7
except that the furnishing of a record of hours worked and the 8
separation of straight time and overtime earnings shall not apply in the 9
case of any employee with respect to whom the employer is specifically 10
exempt from the keeping of time records and the payment of overtime 11
under the Connecticut Minimum Wage Act or the Fair Labor Standards 12
Act. 13
(b) If the record of hours is furnished electronically pursuant to 14
subsection (a) of this section, the employer shall provide a means for 15
HB5386 File No. 199
HB5386 / File No. 199 2
each employee to securely, privately and conveniently access and print 16
such record. The employer shall incorporate reasonable safeguards 17
regarding any information contained in the record furnished 18
electronically pursuant to subsection (a) of this section to protect the 19
confidentiality of an employee's personal information. 20
(c) (1) For purposes of this subsection, "employer" means a person 21
engaged in any activity, enterprise or business who employs fifty or 22
more employees, including the state and any political subdivision 23
thereof. 24
(2) Each employer shall create a guide for pay codes for overtime and 25
any pay differentials, including, but not limited to, shift differentials, 26
on-call pay, hazard pay, call -back pay, holiday or weekend pay or 27
geographical pay differentials used by the employer in such records 28
furnished pursuant to subsection (a) of this section. Each such guide 29
shall be posted on the employer's Internet web site in English, Spanish 30
and the other most common languages spoken by employees of the 31
employer and include contact information of the designated office or 32
individual who will handle employee disputes regarding calculations of 33
hours and pay differentials. An employer shall update such guide each 34
time a new pay code is used for overtime or any pay differentials is 35
added by the employer. 36
(3) An employer shall (A) provide the Internet web site address to 37
such guide required pursuant to subdivision (2) of this subsection to an 38
employee upon hire, and (B) include the Internet web site address to 39
such guide on each record of hours furnished to an employee pursuant 40
to subsection (a) of this section. 41
This act shall take effect as follows and shall amend the following
sections:
Section 1 October 1, 2026 31-13a
LAB Joint Favorable
HB5386 File No. 199
HB5386 / File No. 199 3
The following Fiscal Impact Statement and Bill Analysis are prepared for the benefit of the members of
the General Assembly, solely for purposes of information, summarization and explanation and do not
represent the intent of the General Assembly or either chamber thereof for any purpose. In general,
fiscal impacts are based upon a variety of informational sources, including the analyst’s professional
knowledge. Whenever applicable, agency data is consulted as part of the analysis, however final
products do not necessarily reflect an assessment from any specific department.
OFA Fiscal Note
State Impact:
Agency Affected Fund-Effect FY 27 $ FY 28 $
Labor Dept. GF - Potential
Revenue Gain
See Below See Below
Note: GF=General Fund e
Municipal Impact: None
Explanation
The bill, which requires employers with at least 50 employees to
create a guide for pay codes used, results in a potential revenue gain to
the Department of Labor to the extent violations are found and penalties
are paid. Per CGS 31-69a, the penalty is $300 per each violation.
The Out Years
The annualized ongoing fiscal impact identified above would
continue into the future subject to the number of violations and
penalties paid.
HB5386 File No. 199
HB5386 / File No. 199 4
OLR Bill Analysis
HB 5386
AN ACT REQUIRING PAYCHECK TRANSPARENCY.
SUMMARY
This bill requires employers with 50 or more employees (including
the state and municipalities) to create a guide for their employees on the
pay codes that the employer uses for overtime and pay differentials.
The bill requires employers to post the guide on their website in
English, Spanish, and the most common other languages spoken by
their employees. The guide must (1) explain the codes used for overtime
and any pay differentials (for example, shift differen tials, on-call pay,
hazard pay, call-back pay, holiday or weekend pay, or geographic pay
differentials) and (2) include contact information for the designated
office or person who will handle employee disputes about calculations
of hours and pay differentials.
Under the bill, employers must update the guide each time a new pay
code is added for overtime or a pay differential. They must also (1)
include a link to the guide on each record of hours given to an employee
and (2) give new employees a link to the guide upon hire.
EFFECTIVE DATE: October 1, 2026
BACKGROUND
Related Bill
sHB 5003 (sec. 50), favorably reported by the Labor and Public
Employees Committee, contains similar provisions requiring creation
and posting of pay code guides.
COMMITTEE ACTION
HB5386 File No. 199
HB5386 / File No. 199 5
Labor and Public Employees Committee
Joint Favorable
Yea 9 Nay 4 (03/12/2026)