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ARTICLE · 19 MAY 2026

Connecticut Focuses On Up-Front Pay Transparency

Jackson Lewis P.C.
Jackson Lewis P.C.
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Connecticut employers will soon face new requirements to disclose wage ranges and benefits information in all job postings, both internal and external. The law, effective October 1, 2026, expands current transparency obligations and clarifies applicability to out-of-state positions with Connecticut reporting relationships. Employers must prepare now to ensure their compensation disclosures are accurate, supportable, and consistently applied across all hiring practices.

United StatesEmployment and HR
Allison Dearington
Allison Dearington
Laura A. Mitchell
Laura A. Mitchell
Christopher T. Patrick
Christopher T. Patrick

Connecticut employers will soon need to provide pay transparency disclosures in their internal and external job postings.

New Posting Requirements

Under Public Act 26-12 (House Bill 5003), which goes into effect on Oct. 1, 2026, employers must disclose the wage or wage range for positions in internal or external job postings. Currently, when in the process of hiring a new employee, Connecticut employers are only required to provide the wage range upon an applicant’s request, prior to or at the time of an offer of compensation, or at the time of hire. The new law will require employers to be transparent about wages from the outset.

Not only will employers need to disclose wage information in their job postings, but they will also be required to include a general description of benefits.

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