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Latest Compliance News

Connecticut Expands Notice Requirements for Electronic Monitoring

07/09/26

Author: ADP Admin/Wednesday, July 1, 2026/Categories: Compliance Corner

Highlights


Impacted Employers: Employers that conduct electronic monitoring of employees on the employer’s premises

Effective Date: October 1, 2026

Summary: Connecticut has enacted legislation expanding employer notice requirements for electronic monitoring of employees. Beginning October 1, 2026, covered employers must disclose not only the types of electronic monitoring that may occur, but also the specific locations on the employer’s premises where monitoring may occur. 

Next Steps: Covered employers should revise employee monitoring notices and procedures to align with the changes. More detailed next steps can be found below.

The Details

Under current Connecticut law, employers that engage in electronic monitoring must give prior written notice to all affected employees, informing them of the types of monitoring that may occur. Employers may satisfy that requirement by posting the notice in a conspicuous place that is readily available for employees to view. The law states that posting constitutes the required prior written notice.

Under a limited exception, employers may monitor without prior written notice if they have reasonable grounds to believe that employees engaged in conduct that: (1) violates the law, (2) violates the legal rights of the employer or its employees, or (3) creates a hostile workplace environment, and that monitoring might produce evidence.

Effective Oct.  1, 2026, covered employers must also:

  • Disclose the specific locations on the employer’s premises where electronic monitoring may occur.
  • Post the notice in a conspicuous place that is readily available for viewing by employees, including, but not limited to, in the specific location on the employer's premises where monitoring may occur.
  • Provide each employee hired on or after Oct.  1, 2026 with a written plain-language statement, before employment begins, advising which prohibited activities may be monitored without prior written notice under the law’s exception.

Note: The requirement to disclose the specific location where electronic monitoring may occur doesn’t apply: (1) if the premises is an airport, or (2) when the employer has reasonable grounds to conduct monitoring for security and employee-safety purposes.

Next Steps

In addition to revising employee monitoring notices and procedures to align with the changes, covered employers should:

  • Review workplace postings and ensure the notice is posted in a conspicuous place, including in each specific location where monitoring may occur.
  • Create a written plain-language notice for each employee hired on or after Oct. 1, 2026, and provide it before the employee begins employment.
  • Map monitored spaces on the employer’s premises so the employer can describe locations with enough specificity to support compliant notice and posting.