Connecticut Is Expanding It’s Pay Transparency Requirements
What Employers Need to Know:
Connecticut employers have some new pay transparency requirements coming their way.
Beginning October 1, 2026, employers will need to provide more information about compensation and benefits to both job applicants and current employees.
The biggest change? Job postings will now need to include pay information AND a general description of benefits.
What’s Changing?
Connecticut already requires employers with at least one employee to share the wage range for a position at certain points during the hiring process and with current employees in certain situations.
Starting October 1, those requirements are expanding.
Job Postings Will Need Pay Ranges
Employers will need to include the wage or wage range for a position in both public and internal job postings.
The range should be one the employer has established is realistic and reflects what the company actually expects to pay for the role. Posting an overly broad or unrealistic salary range just to check the box isn't the goal.
Benefits Need to Be Included, Too
Salary isn't the only information employers will need to share.
Job postings will also need to include a general description of the benefits offered with the position. This can include things like:
Health insurance
Retirement benefits
Paid time off
Fringe benefits
Other compensation offered in addition to wages
Employers don't necessarily need to squeeze their entire benefits guide into every job posting, but applicants should be given a general picture of what comes with the role.
The Law Reaches Beyond Employees Physically Working in Connecticut
The updated requirements apply to positions where the work is performed in Connecticut. But they can also apply to positions performed outside Connecticut if the employee reports directly to a supervisor, office or other worksite located in the state.
For employers with remote or multi-state teams, this is an important detail to keep in mind.
What Should Employers Do Now?
With the October 1 deadline approaching, employers don't need to overhaul their entire compensation strategy overnight — but they should make sure the basics are in place.
Before the new requirements take effect, consider:
Reviewing job posting templates and adding space for pay ranges and benefits
Making sure every position has a thoughtful, defensible compensation range
Reviewing how compensation ranges are determined across the organization
Creating a consistent way to summarize benefits in job postings
Updating internal promotion and position-change processes
Training anyone involved in recruiting, interviewing or making offers on when compensation information needs to be shared
Reviewing remote positions that may fall under Connecticut's requirements
The Bigger Picture
Pay transparency continues to become a bigger part of the hiring and employee experience — and Connecticut's latest changes are another reason for employers to get ahead of their compensation practices.
Rather than treating pay transparency as something to address when a job gets posted, employers should have a clear understanding of what each role pays, why it pays that amount and how that information will be communicated to candidates and employees.
Not sure if your current hiring practices are ready for the change? Let’s Talk!
We’ll help you review what’s in place and make any updates needed ahead of October 1.