Sweeping workforce legislation was recently signed by Gov. Ned Lamont, and the compliance clock is now ticking for Connecticut employers.
Here are some key changes employers should know.
As of Oct. 1, 2026, Connecticut’s wage disclosure requirements will expand to include a position’s wage or wage range and a benefits description in job advertisements. “Benefits” is broadly defined to include health, retirement, fringe and paid leave benefits, plus any additional compensation.
The benefit disclosure timeline has been accelerated from the time of making an offer to the applicant’s request, while the “wage range” is defined in a way that offers employers flexibility in the compensation they reasonably expect to provide, but also mandates earlier disclosure.
The law also clarifies geographic reach to include any position outside of the state where the employee reports directly to a supervisor or office located within Connecticut.
Additionally, the law requires employers with 100-plus employees to publish in multiple languages guides explaining pay codes, overtime codes and wage differentials on pay stubs.
Employer actions: Train HR professionals on the new disclosures, update all job postings to include wage ranges and benefits, and work with payroll to publish compliant pay code guides.
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