Oct. 1 will mark the start of a Connecticut rule requiring all job postings to show a good-faith salary range and expected benefits after Gov. Ned Lamont signed the law Monday.
The measure ends a system in which employers had to disclose pay only if applicants asked or after making an offer, aligning Connecticut with New York, New Jersey and Massachusetts.
The broader labor law also grants breastfeeding breaks, gives assaulted health care workers and educators stronger workers' compensation benefits, and lets some service workers keep jobs for 90 days after a building sale.
Business groups fought the bill for years, arguing public wage ranges could weaken salary negotiations, expose compensation strategies and slow early recruiting conversations.
Lamont, seeking a third term and courting union support, cast the package as a matter of dignity and respect for workers.
With sweeping new rules on pay and job security, is Connecticut creating a worker's paradise or risking a business exodus?
Beyond salary ranges, how will new protections for teachers and service workers quietly reshape Connecticut's most essential industries?
Connecticut’s 2026 Pay Transparency Mandate: Key Requirements, Risks, and Opportunities
Overview
Connecticut’s updated pay transparency law, effective October 1, 2026, requires employers to disclose wage ranges and benefits in all job postings, ensuring applicants have a clear understanding of potential compensation from the start. By updating job posting templates and reviewing internal processes for position changes, employers promote fairness and empower job seekers with essential information. These changes aim to enhance clarity in compensation practices, support equitable pay, and foster a more transparent labor market. The law’s focus on disclosure, timing, and meticulous recordkeeping marks a significant step toward greater wage equity across the state.