No federal law gives an employee the right to access and inspect their personnel file maintained by their employer—but some state laws do. Many states require public employers to allow employees to access and inspect their personnel files—and some states require private employers to do so as well.

Some states limit an employee’s right to access and inspect their personnel file to certain documents—and some states require an employer to provide employees with certain documents (such as a disciplinary document) within a certain number of days after it is placed in the employee’s personnel file (known as an adverse-action notice).

Laws regarding whether employees have the right to access and inspect their personnel file—and if so, the circumstances under which they may do so—are generally located in a state’s statutes.

In Connecticut (CT), employees have the right to access and inspect their personnel files, as provided by state law. Specifically, Connecticut General Statutes Section 31-128a to 31-128h, known as the Personnel Files Act, governs the rights of employees regarding their personnel files. Under this Act, both public and private employers are required to allow employees to inspect, copy, and review their personnel files within a reasonable time after the request. Employees can also request a copy of their personnel file at a reasonable cost. The Act stipulates that employers must notify employees of any disciplinary action or performance evaluation not later than one business day after the date of creating such a document. Additionally, if an employer places any documentation in an employee's personnel file that the employee believes is, or is likely to be, used to negatively affect their employment, the employee may submit a written statement explaining their position, which must be maintained as part of the personnel file. Connecticut law thus provides employees with a clear right to access and inspect their personnel files and includes provisions for adverse-action notices.