State laws / CT
Connecticut pay transparency law
What Connecticut employers must disclose in job postings, who's covered, and the penalty for non-compliance.
- Statute
- Connecticut Public Act 26-12 (HB 5003)
- Requirement type
- In-posting disclosure
- Effective
- October 1, 2026
- Applies to
- All employers
- Salary range in postings
- Required
- Benefits description
- Required
- Penalty
- Not yet published
- Enforced by
- Connecticut Department of Labor; private action in court
- Notes
- Effective October 1, 2026, all employers must include the wage or a good-faith wage range and a general description of benefits in public and internal job postings, including roles performed elsewhere that report to a Connecticut supervisor or worksite. For jobs that are not posted, the on-request duty under PA 21-30 still applies. No per-violation civil fine is set; enforcement is through court actions.
Connecticut became a posting state on October 1, 2026. Public Act 26-12 requires employers of any size to include the wage or a good-faith wage range, plus a general description of benefits, in public and internal job postings. Benefits include health insurance, retirement, fringe benefits, paid leave and other non-wage compensation.
The law reaches beyond Connecticut's borders: it covers roles performed elsewhere if the employee reports to a supervisor, office or worksite in Connecticut. For jobs that are not posted, the older on-request rule (PA 21-30, in force since 2021) still applies, so the range must be provided when an applicant asks or before compensation is discussed.
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Frequently asked questions
Does Connecticut require salary ranges in job postings?
Yes, since October 1, 2026. Public Act 26-12 requires every employer, regardless of size, to include the wage or a good-faith wage range and a general description of benefits in public and internal job postings.
Does Connecticut's law apply to remote roles?
It applies to jobs performed in Connecticut and to jobs performed elsewhere when the employee reports directly to a supervisor, office or other worksite in Connecticut.
What if a Connecticut job isn't posted?
The on-request rule still applies: the employer must provide the wage range when an applicant asks, or before discussing compensation or making an offer, whichever comes first.
Neighboring states
- Massachusetts: pay range required in job postings
- New York: pay range required in job postings
- Rhode Island: no statewide posting law
See every state’s pay transparency law or which laws reach remote postings.