Blog · Updated October 2026
Connecticut Pay Transparency Law: Ranges and Benefits in Every Posting
Connecticut used to require pay ranges only on request. Public Act 26-12 changed that on October 1, 2026: every employer must now put the pay range and a benefits description in the posting itself.
Connecticut was an early mover on pay transparency: Public Act 21-30 has required employers to share a position’s wage range with applicants on request since October 2021. Public Act 26-12 (HB 5003) goes further and moves Connecticut into the group of states with posting requirements. There is no employer-size threshold, and Connecticut joins the states that also require a benefits description.
Quick facts
- Law
- Public Act 26-12 (HB 5003); Public Act 21-30 still covers jobs that aren't posted
- Effective date
- October 1, 2026
- Employer threshold
- None: every employer with a posting covered by the law
- Required: pay range
- Yes: the wage or a good-faith wage range
- Required: benefits
- Yes: a general description of benefits
- Internal postings
- Covered, along with public postings
- Remote roles
- Covered when the role reports to a Connecticut supervisor or worksite, even if the work is done elsewhere
- Penalty
- No per-violation civil fine is set; enforcement is through court actions
- Enforced by
- Connecticut Department of Labor, and applicants or employees in court
What a Connecticut posting must include
Every public and internal job posting needs two things: the wage, or a good-faith range the employer expects to pay, and a general description of the benefits that come with the job. A single figure is fine if that’s genuinely the pay. “Competitive salary” or a range the employer wouldn’t actually pay doesn’t meet the standard.
The benefits description can be short: health coverage, retirement plan, paid time off and any bonus or commission eligibility. It doesn’t need plan details or dollar values. The posting templates include a benefits line you can adapt.
Remote roles that report into Connecticut
The law reaches beyond jobs physically in Connecticut. A role performed in another state, or fully remote, is covered when it reports to a supervisor, office or worksite in Connecticut. Employers headquartered in Connecticut should treat their remote postings as covered. A nationwide remote posting is likely subject to several other states’ laws too; see remote job postings and pay transparency.
Jobs that aren't posted
Public Act 21-30 still applies when there’s no posting, for example a role filled through a recruiter’s outreach. The employer must give an applicant the wage range on request, or before discussing compensation, and must tell current employees their position’s range on request.
How enforcement works
Connecticut didn’t set a per-posting fine. Instead, applicants and employees can bring court actions, and the Department of Labor oversees compliance. With no employer-size threshold and a private path to court, small Connecticut employers carry real exposure.
Frequently asked questions
Does Connecticut require salary ranges in job postings?
Yes, since October 1, 2026. Public Act 26-12 requires every employer to include the wage or a good-faith wage range, plus a general description of benefits, in public and internal job postings.
Does Connecticut's law apply to small employers?
Yes. There is no employer-size threshold: an employer with one employee is covered when it posts a job the law reaches.
Do remote jobs need a pay range under Connecticut law?
Yes, when the role reports to a Connecticut supervisor, office or worksite, even if the work itself is done in another state.
What's the difference between Public Act 21-30 and Public Act 26-12?
Public Act 21-30 (2021) requires pay ranges on request. Public Act 26-12 (2026) requires the range and a benefits description in the posting itself. The on-request rule still applies to jobs that aren't posted.
See the Connecticut law reference page for the rule as our validator applies it, or compare every state in the state-by-state table.
Hiring in Connecticut? Check a posting against Public Act 26-12 with the PayTransparency validator, free with no signup. It checks the range and the benefits description, plus every other state the posting can reach.
This guide summarizes the statute and published guidance. It isn’t legal advice.