Connecticut employers soon face new pay transparency requirements. Beginning October 1, 2026, employers must include both the wage range and a general description of benefits in every internal and external job posting.
These amendments are the latest in a growing wave of state pay transparency developments. As we have previously reported, Delaware recently signed a wage transparency law, Maine’s and Virginia’s pay transparency statutes have recently taken effect, and New Jersey has proposed implementing regulations under its wage transparency law.
Proactive Wage and Benefit Disclosure for all Connecticut Employers
The change to Connecticut’s pay transparency law comes from H.B. 5003 (Public Act 26-12), signed into law by Governor Ned Lamont in May 2026. The law builds upon Connecticut’s original pay transparency law, which took effect in 2021. Under the 2021 law, employers were required to disclose the wage range to applicants either upon request or before or at the time of making a compensation offer (whichever occurred first). Employers must still provide wage range information to applicants and current employees upon request. H.B. 5003 adds a new proactive requirement: employers must now include those disclosures in job postings, rather than waiting for an applicant to ask.
Under the new requirements of H.B. 5003, employers must provide job applicants who view a posting on an external job board, an intranet site, or in an internally circulated email with the position’s...
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