Takeaways

• Connecticut’s new law on pay transparency expands employer obligations by requiring wage ranges and benefits in job postings and detailed, multilingual pay code guides.
• Connecticut will ban employment promissory notes for all employers and require workplace accommodation notice, along with clarified rules on lactation breaks.
• Awaiting the governor’s signature is a bill that would regulate AI use in employment decisions, mandating notice, opt-out options, and explanations for adverse decisions.

Connecticut Gov. Ned Lamont signed into law new requirements on employers to be transparent about pay and pay codes, banning promissory notes for all employers, requiring employers to post notices about reasonable accommodations, and clarifying lactation break requirements.

Further, Gov. Lamont is expected to sign a bill that legislates the use of AI in employment decisions.

This article discusses how the new legislation set to take effect in the coming months will affect employers’ operations and compliance obligations.

Pay and Pay Code Transparency

Effective Oct. 1, 2026, all employers must disclose the wage or wage range, as well as a general description of benefits, in internal or external job postings. (For details of HB 5003, see Connecticut Focuses on Up-Front Pay Transparency.)

Further, employers with at least 100 employees will be required to create an employee guide for pay codes for overtime and the employer’s most commonly used pay differentials, such as...

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