Employers with Connecticut employees should take note of recently enacted Connecticut employment law changes that will take effect on October 1, 2026. These changes include new pay transparency and pay code disclosure requirements, disability accommodation notices, and expanded lactation break times, bringing new compliance obligations and workplace considerations.

Expanded Pay Transparency Requirements

Connecticut’s Public Act 26-12 expands the existing pay disclosure obligations for Connecticut employers, who have been required since 2021 to disclose the wage or wage range for a position to applicants and employees in certain circumstances. Effective October 1, 2026, employers will also need to disclose the wage range, as well as a description of benefits offered, in any internal or external job postings. In addition, Connecticut employers must now provide the wage range and a general description of benefits in the following situations for current employees:

• Upon hiring the employee;
• Upon a change in the employee’s position; and
• Upon the employee’s first request for a wage range.

The “wage range” is the range of hourly pay or salary the employer sets in good faith for a position. The wage range 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.

Benefits to be disclosed include health...

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