Pay Transparency Law in Connecticut
Connecticut generally requires the wages or a good-faith wage range and a general description of benefits in every internal and public job posting, with no employer-size threshold (Public Act 26-12, effective October 1, 2026).
- ✓Pay range or salary figure
- ✓General description of benefits
- —Application deadline (not required)
This isn't legal advice. Laws change and vary by locality and employer size, and this is a general summary, not exhaustive. Verify current requirements for your specific situation with counsel or Connecticut Department of Labor before relying on this.
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Frequently asked questions
Does this apply to remote job postings?
Connecticut's statute ties coverage to geography: positions located in Connecticut, plus out-of-state positions reporting to a Connecticut supervisor, office, or worksite. A remote posting with no Connecticut connection falls outside that language — but how the state applies the rule to remote roles advertised to Connecticut residents is worth confirming with Connecticut Department of Labor or counsel for your situation.
Does this apply to my company regardless of size?
Yes — Connecticut's posting rule has no employer-size threshold. Any employer with one or more employees is covered.
What happens if a posting doesn't comply?
Penalties vary by state and can range from a warning on a first violation to escalating civil fines for repeat or willful non-compliance. Connecticut Department of Labor publishes current enforcement details and penalty amounts.
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