Connecticut is strengthening its pay transparency requirements. Under Public Act 26-12, amending Conn. Gen. Stat. § 31-40z, employers will soon need to disclose wage information far earlier in the hiring process, directly in job advertisements, beginning Oct. 1, 2026.
The update builds on a law Connecticut has had in place since 2021, moving the state from a disclosure-on-request model toward proactive, up-front transparency in line with the growing number of jurisdictions that now require pay ranges in job postings.
What Does Connecticut’s Law Currently Require?
Since Oct. 1, 2021, Connecticut employers have been required to disclose the wage range for a position to applicants upon the earliest of either the applicant’s request or prior to or at the time of making a job offer. The same obligation extends to current employees upon hire, when they change positions, or upon request.
That framework put the burden on candidates to ask, if an applicant wanted the information prior to the job offer; the 2026 amendment shifts the timeline forward and the burden to employers.
What’s Changing?
Public Act 26-12 introduces several meaningful changes that expand both what employers must disclose and when.
- Employers must include a wage or wage range and a general description of benefits in all public and internal job advertisements.
- The wage range must be set in good faith, meaning a genuine reflection of what the employer anticipates paying, not an artificially wide or placeholder figure.
- Where there is no internal or public job advertisement, wage and benefit information must be provided upon the earliest of the applicant’s request or prior to any discussion of compensation with the applicant.
Together, these changes close the pay transparency gap between employers and candidates, making compensation a starting point of the conversation rather than an afterthought.
Who Must Comply?
The updated law applies to any employer with at least one employee working in Connecticut, meaning even small and out-of-state organizations with a single Connecticut-based worker fall within scope.
The requirements also clarify geographic reach. They apply to any position performed in Connecticut, as well as positions performed outside Connecticut if the employee reports directly to a Connecticut supervisor, office, or other worksite.
For distributed and remote workforces, that clarification is significant: a role advertised for a candidate anywhere in the country may still trigger Connecticut’s disclosure obligations based on internal reporting structure alone.
How Trusaic Can Help
Pay transparency laws in the U.S. are quickly becoming the norm rather than the exception. While Connecticut already had a pay transparency law on the books, the updated version aligns them with the most common approach of salary range disclosure on job postings.
Publishing ranges without first understanding your underlying pay structures can expose existing disparities and invite scrutiny. The organizations best positioned for laws like Connecticut’s are those that treat transparency not as a posting exercise, but as an outcome of sound pay equity practices.
That’s where Trusaic comes in.
Trusaic’s PayParity®, R.O.S.A.™, and Salary Range Finder® work together to help employers meet Connecticut’s requirements while advancing meaningful pay equity.
- PayParity identifies pay inequities across gender, race/ethnicity, age, and more using intersectional, regression-based analysis. Its defensible methodology gives you a clear, evidence-based picture of where disparities exist before you publish a single range.
- Remediation Optimization Spend Analysis (R.O.S.A.) works as PayParity’s remediation engine to find the most cost-effective way to close pay gaps, so the ranges you disclose reflect a genuinely equitable pay structure.
- Salary Range Finder prevents pay inequities before they start. It combines your pay equity analysis with internal ranges and market benchmarks to generate equitable pay recommendations that are externally competitive.
With real-time pay guidance, recruiters, managers, and HR teams can make fair, competitive pay decisions faster, reducing time-to-hire, improving offer acceptance, and keeping every posted range aligned with your pay equity goals.
Meet with one of our experts today to see how we can support your organization in developing a sound pay transparency strategy.
