Connecticut employers must update their job postings and hiring procedures by October 1, 2026, to comply with changes to the state’s pay transparency law. These changes apply to any position in which the work will be performed in Connecticut or, in the case of an employee working outside Connecticut, if the employee will report directly to a Connecticut supervisor, office, or worksite. The law applies to public and private employers, regardless of size.
All internal or public job advertisements for an employment position must state the wages or wage range for the position and a general description of the benefits (health insurance, retirement, paid leave, other compensation, etc.) for the position. If there was no job posting, the employer must provide this information to an applicant upon the applicant’s request or prior to any discussion of compensation with the applicant or an offer of compensation to the applicant, whichever comes first. The wage range is defined as “the range of wages an employer sets in good faith for a position, and may include reference to any applicable pay scale, previously determined range of wages for the position, actual range of wages for those employees currently holding comparable positions or the employer’s budgeted amount for the position.”
The law applies to current employees as well. The employer must provide the wage range and benefits information for the position at the time of hire, when the employee’s position with the employer changes, or when the employee requests the information.
Provisions of this statute that are already in effect prohibit employers from limiting discussions of employees’ wages and inquiring about prospective employees’ salary history.
Employers are prohibited from retaliating against employees or applicants who exercise their rights under the statute. Retaliation could include refusing to interview or hire the individual. Individuals can sue for violations of this statute.
The labor and employment attorneys at Berchem Moses PC can assist with all labor and employment matters, including complying with this new law. Please contact us if we can assist you in complying with this mandate.
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