Key Highlights

• Connecticut’s new wage transparency law adds pay code guide requirements for employers with 100 or more employees and expands wage range disclosures in job postings.
• Employers may need to update multilingual employee materials, job advertisements and timekeeping records before the Act takes effect Oct. 1, 2026.
• Employers should review commonly used pay codes, prepare required guide materials and update job postings to include good-faith wage ranges and benefits information.

Connecticut has joined a growing list of states adopting wage transparency laws, and now is a good time for Connecticut employers to start reviewing pay codes and preparing for compliance with Public Act No. 26-12, An Act Concerning Workforce Development and Working Conditions in the State. The Act imposes, among other things, new pay code transparency obligations and job posting requirements on employers effective Oct. 1, 2026.

Pay Code Guides Required for Larger Employers

Connecticut employers with 100 or more employees will need to create an employee-facing guide for their overtime and most commonly used pay differential codes, which needs to be published in English, Spanish and the other most common languages spoken by employees. The guides also need to include contact information for a designated office or individual whom employees can contact for any disputes regarding how their pay was calculated. Generally, the guide should include at least 10 pay codes, but there is no...

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