Labor & Employment (Unemployment)

This bill modifies Connecticut's unemployment insurance rules to allow striking workers to receive benefits after a labor dispute has lasted for 14 consecutive days, starting in 2027. Currently, workers who lose jobs due to strikes are generally ineligible for unemployment benefits, but this change would apply only to disputes beginning on or after December 14, 2027. The law already permits benefits for workers locked out by employers or those not involved in the strike, such as non-union employees at a temporarily closed business. The bill requires workers to meet standard eligibility criteria like being able and available to work, and it would require updates to the state's unemployment insurance system to track strike duration.

HB 5383 makes minor technical updates to Connecticut labor statutes. It revises definitions of "state employer" to include airport authorities and their contractors, expands "firefighter" to cover certain inspectors and airport department members, clarifies procedures for employers to dispute unemployment benefit charges, and updates occupational disease reporting requirements for healthcare providers. These changes directly affect state agencies, employers, and workers in labor-related contexts. The bill refines existing statutory language without creating new programs or benefits.

HB 5280 prevents employers from being charged for unemployment benefits paid to employees participating in the state's voluntary shared work program during periods of high unemployment or extended benefit periods. It directly affects employers using the shared work program and employees receiving benefits through it during designated high-unemployment periods. The key mechanism requires that no employer experience account be charged for such benefits starting January 1, 2027, until the federal government ends the high-unemployment designation. This change shifts the cost of these benefits from employers to the state unemployment fund during qualifying periods.

This bill amends labor laws to limit workweeks to six days for most commercial and industrial employees, protecting them from dismissal for refusing to work seven days. It also revises unemployment rules to require medical documentation for individuals seeking part-time work due to chronic health conditions while claiming benefits. These changes directly affect workers in covered industries and employers who must comply with the new workweek limits and benefit eligibility standards. The provisions take effect October 1, 2026, as specified in Sections 4 and 1 of the bill.

SB 354 requires the Labor Commissioner to employ a minimum number of staff at the Unemployment Insurance Benefits Division starting in fiscal year 2027. The bill directly affects unemployment claimants by aiming to improve processing of benefit claims through increased staffing. Its key provision mandates a specified minimum workforce level for the division, without changing benefit eligibility or amounts. This procedural bill focuses solely on staffing levels within the Labor Department's unemployment division.

SB 357 increases unemployment dependency allowances for qualifying individuals. It provides an additional $45 per week for each nonworking spouse living in the same household and for each child or disabled dependent under 18 (or under 21 in school) who was primarily supported by the claimant at the start of their benefit year. The allowance is paid on top of regular unemployment benefits, capped at 100% of the benefit rate, and limited to five dependents per claimant. The bill takes effect on July 1, 2028, directly affecting unemployed workers with dependent family members.