09-29-2026
Employer Insight: Starting October 1, 2026, Connecticut employers have broader responsibilities to share wage ranges and benefits information to job applicants and employees.
Connecticut’s original pay transparency law took effect in 2021. Under the initial law, employers were required to disclose wage ranges to applicants either upon request or before or at the time of making a compensation offer, depending on what occurred first. This obligation continues following the new amendment.
Employers' new requirement: they must include salary ranges in external job postings, intranet sites, or internally circulated emails. The law redefines wage ranges as the scope an employer “sets in good faith for a position.” That definition replaces the prior “range of wages an employer anticipates relying on when setting wages.” The Connecticut law defines “benefits” to include “health insurance benefits, retirement benefits, fringe benefits, paid leave and any other compensation other than wages to be offered with a position.”
Connecticut’s disclosure requirements apply to all employers, irrespective of their size. But employers in the state with over 100 employees do have additional responsibilities. They must create an employee guide on pay codes that explains the most commonly used pay differentials. Employers must specify at least 10 pay codes and include contact information for employees who choose to dispute how the employer calculated their hours or differentials. Employers must publish the guides on their websites in English, Spanish, and any other common languages in that workplace. If they do not have a website, employers must provide written copies.
Employers also may not restrict employees from sharing or asking about their compensation (including coworkers' wages), require employees to waive any rights to wage disclosure or discussion, nor ask about an applicant’s wage or salary history unless the applicant voluntarily discloses it. The amended law explicitly prohibits retaliation or discrimination against employees and applicants who exercise their rights under the statute. If an out-of-state employee reports to a Connecticut supervisor, those positions are also subject to the disclosure requirements.
Employers should review and update their job postings to comply with the amended law. Large-scale employers should create or update guides to include the required pay code information.