Employment Offer Letter

TABLE OF CONTENTS

1. Company Header
2. Candidate Information
3. Position Details
4. Compensation
5. Benefits Summary
6. At-Will Employment Disclaimer
7. Reporting Structure & Work Location
8. Contingencies
9. Connecticut-Specific Requirements
10. Confidentiality & Intellectual Property
11. Acceptance & Signature Block
12. Connecticut State Notes

EMPLOYMENT OFFER LETTER — CONNECTICUT

1. COMPANY HEADER

[COMPANY NAME]
[COMPANY ADDRESS]
[CITY], Connecticut [ZIP CODE]
Phone: [PHONE NUMBER] | Email: [EMAIL ADDRESS]

Date: [__/__/____]

2. CANDIDATE INFORMATION

To:
[CANDIDATE FULL NAME]
[CANDIDATE ADDRESS]
[CITY], [STATE] [ZIP CODE]

Re: Offer of Employment

Dear [CANDIDATE FIRST NAME],

We are pleased to extend this offer of employment with [COMPANY NAME] (the "Company"). This letter sets forth the terms and conditions of your employment, subject to the contingencies described herein.

3. POSITION DETAILS

4. COMPENSATION

4.1 Base Compensation

☐ Annual Salary: $[________________________________] per year, paid on a [☐ weekly ☐ bi-weekly ☐ semi-monthly] basis.

☐ Hourly Rate: $[________________________________] per hour.

4.2 Pay Transparency — Wage Range Disclosure

The wage range the Company anticipates relying on when setting compensation for this position is:

• Minimum: $[________________________________]
• Maximum: $[________________________________]

4.3 Salary History Disclosure

The Company has not requested your wage or salary history. Any compensation information voluntarily disclosed by you has been handled in accordance with Conn. Gen. Stat. § 31-40z.

4.4 Overtime

Non-exempt employees are entitled to overtime pay at 1.5x the regular rate for hours worked over 40 in a workweek, in accordance with the FLSA and Connecticut law.

4.5 Bonus / Commission Structure

☐ Signing Bonus: $[________________________________], subject to the following terms: [________________________________]

☐ Performance Bonus: [________________________________]

☐ Commission Plan: [________________________________]

☐ Not Applicable

5. BENEFITS SUMMARY

The Company offers the following benefits, subject to the controlling plan terms and applicable waiting periods. Statutory programs have separate coverage and eligibility rules.

6. AT-WILL EMPLOYMENT DISCLAIMER

IMPORTANT — PLEASE READ CAREFULLY:

Your employment with [COMPANY NAME] is "at-will." Subject to applicable law and any enforceable agreement, either you or the Company may terminate the employment relationship at any time, with or without cause or advance notice.

No manager, supervisor, or representative of the Company, other than [AUTHORIZED OFFICER TITLE], is authorized to make an express promise changing at-will status. The Company intends that any such change be stated clearly in a writing signed by [AUTHORIZED OFFICER TITLE]. Connecticut courts may evaluate sufficiently definite words, conduct, policies, or representations when deciding whether an employer made a contractual commitment.

Nothing in this letter authorizes discrimination, retaliation, interference with protected rights, or another termination prohibited by law.

7. REPORTING STRUCTURE & WORK LOCATION

8. CONTINGENCIES

This offer is contingent upon the satisfactory completion of the following:

☐ Background Check — If the Company obtains a consumer report from a reporting company, it will use a separate FCRA disclosure and written authorization and follow the required pre-adverse-action and adverse-action procedures.

☐ Drug Screening — [________________________________]

☐ Employment Eligibility Verification (Form I-9) — The employee completes Section 1 no later than the first day of work for pay; the Company completes Section 2 within three business days of that date, or on the first day if the job lasts fewer than three business days.

☐ Proof of Licensure / Certification — [________________________________]

☐ Reference Check — [________________________________]

☐ Other — [________________________________]

9. CONNECTICUT-SPECIFIC REQUIREMENTS

9.1 Salary History Ban (Conn. Gen. Stat. §31-40z)

The Company is prohibited from:

• Inquiring, directly or through a third party, about an applicant's wage and salary history unless the applicant voluntarily discloses it
• Seeking the value of prior compensation, although the Company may ask about the structure of prior compensation
• Prohibiting or retaliating against protected wage discussions or inquiries

For an applicant, the wage range must be provided upon the earlier of the applicant's request or before or when an offer of compensation is made. This letter records the range for this position.

Known October 1, 2026 change: Public Act 26-12 expands § 31-40z to require wage-range and benefits information in public and internal job advertisements and earlier in compensation discussions, changes the wage-range definition, and changes remedies. Counsel must review recruiting materials and this letter before use on or after that date.

9.2 No Restrictive Covenant in Offer

This offer letter does not impose a post-employment noncompetition, exclusivity, or nonsolicitation covenant. Any proposed restriction must appear in a separate agreement reviewed by Connecticut counsel under current common law and applicable profession-specific statutes. Do not use proposed-bill income or duration thresholds as if they were enacted law.

☐ No post-employment restrictive covenant is required by this offer.

9.3 Paid Sick Leave (Conn. Gen. Stat. §31-57s et seq.)

In 2026, employers with eleven or more Connecticut employees generally must provide covered employees paid sick leave, subject to statutory exclusions. Leave accrues from the first day of employment at one hour for every thirty hours worked, up to forty hours per benefit year, and generally becomes usable after 120 calendar days.

9.4 Wage Discussion Protections

The Company will not prohibit or retaliate against an employee for disclosing or discussing the employee's own wages or for inquiring about or discussing another employee's wages when that employee voluntarily disclosed them. The Company is not required to disclose another employee's wages.

9.5 Connecticut Paid Leave (CTPL)

If you work for a covered employer and meet the earnings and other eligibility rules, you may apply to the CT Paid Leave Authority for income-replacement benefits for a qualifying reason. The program is funded through a 0.5% employee payroll contribution. Most qualifying reasons allow up to twelve weeks of benefits in a twelve-month period; up to two additional weeks may be available for pregnancy incapacity. CT Paid Leave benefits do not by themselves provide job-protected leave.

10. CONFIDENTIALITY & INTELLECTUAL PROPERTY

As a condition of employment, you will be required to sign the Company's:

☐ Confidentiality / Non-Disclosure Agreement (NDA)
☐ Invention Assignment Agreement
☐ Proprietary Information Agreement

11. ACCEPTANCE & SIGNATURE BLOCK

Please indicate your acceptance of this offer by signing below and returning this letter by [__/__/____].

Employer

Candidate Acceptance

By signing below, I acknowledge that I have read, understand, and accept the terms of this offer letter, including the at-will employment provisions.

12. CONNECTICUT STATE NOTES

This offer letter is governed by the laws of the State of Connecticut. Nothing in this letter creates a contract of employment for a definite period.

[COMPANY NAME]

Sources and References

• Connecticut Department of Labor, Salary Range Disclosure Law FAQs: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/salary-range-disclosure-law-faqs
• Connecticut General Assembly, current Chapter 557: https://www.cga.ct.gov/current/pub/chap_557.htm
• Connecticut General Assembly, current Chapter 558: https://www.cga.ct.gov/current/pub/chap_558.htm
• Connecticut General Assembly, Public Act 26-12: https://www.cga.ct.gov/2026/act/pa/pdf/2026PA-00012-R00HB-05003-PA.pdf
• Connecticut Department of Labor, wage and hour guidance: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-and-hour
• Connecticut Department of Labor, Wage Payment Laws (DOL-74): https://portal.ct.gov/dol/-/media/dol/2022-new-design-system/divisions/wage-and-workplace-standards/wagepaymentlaws_update12-2023.pdf
• Connecticut Department of Labor, 2026 Paid Sick Leave notice: https://portal.ct.gov/dol/-/media/dol/2022-new-design-system/divisions/wage-and-workplace-standards/psl-poster-effective1-1-2026.pdf
• CT Paid Leave Authority, Guide for Workers: https://www.ctpaidleave.org/-/media/ctpl/English-PDFs-and-Docs/Employee-Resource-PDFs/CTPL-Employee-Fact-Sheet-English-rev-0523.pdf
• Connecticut Workers' Compensation Commission, insurance requirements: https://portal.ct.gov/wcc/knowledge-base/articles/employers/workers-compensation-insurance
• Connecticut Commission on Human Rights and Opportunities, Who Is Protected: https://portal.ct.gov/chro/complaint-process/complaint-process/who-is-protected
• Connecticut Judicial Branch, Schofield v. Rafley, Inc., 222 Conn. App. 448 (2023): https://www.jud.ct.gov/legalresources/Docs/LJDocs/Misc/2023/47/CLJ11212023.pdf
• U.S. Citizenship and Immigration Services, Form I-9 Section 2: https://www.uscis.gov/i-9-central/completing-form-i-9/completing-section-2-employer-review-and-attestation
• Federal Trade Commission, Background Checks: What Employers Need to Know: https://www.ftc.gov/business-guidance/resources/background-checks-what-employers-need-know