On June 7th, 2021, Governor Ned Lamont signed House Bill 6380, also known as “An Act Concerning the Disclosure of Salary Ranges”. This law first went into effect on October 1st, 2021, for Connecticut employers, but has since undergone additional expansions over the years.
Here is everything you need to know:
Formally known as "An Act Concerning Disclosure of Salary Ranges on Public and Internal Job Postings" (sHB 6273), Connecticut's Pay Transparency Law sets specific requirements around what must be included in a job listing with regard to compensation and employee benefits. Connecticut is one of several states with such laws, which are becoming increasingly common in recent years.
While the original law went into effect in 2021, it has since been expanded. Effective October 1st, 2023, all of the following applies:
Connecticut Pay Transparency Law applies to all employers with one or more employees in the state. This includes state employees and municipalities.
The original legislation generally required the following from employers:
These requirements still apply today.
As of the latest update to Connecticut Pay Transparency law, effective October 1st, 2023, employers are now also required to:
Connecticut Wage Disclosure requirements apply to positions that will be performed in the state. It also applies to remote, out-of-state workers who still report to a supervisor, office, or other work site in the state.
Employers are also prohibited from taking adverse action against an applicant, new hire, or employee for exercising their rights under this law.
Employees and applicants may choose to sue an employer for violating the requirements of this law.
If an employer is found guilty, a court may award the employee or applicant compensatory damages equal to anywhere from $1,000 to $10,000.
Signed on May 11, 2026, the Connecticut Workforce Development Bill introduced a sweeping number of legislative updates to expand employee rights. One of its many provisions introduces new rules regarding Connecticut Pay Transparency.
Effective October 1, 2026, the law will expand to require employers with at least one employee to include full compensation information on job listings, rather than only upon request. This would include the disclosure of employee benefits, retirement plans, and other fringe perks that may be offered outside of the standard "good faith" wage range. This applies to internal and external job listings, mirroring the existing pay transparency standards.
Additionally, applicants or employees taking legal action against an employer for any violations will no longer be awarded punitive damages. However, compensatory damages or legal fees remain unaffected by the legislation change.
It's essential to review your organization's pay transparency strategy and ensure it meets the latest compliance standards before the effective date.
Before hiring employees in Connecticut, or posting external or internal job postings, it's important for employers to understand the requirements of Connecticut pay transparency to avoid getting their business in trouble.
When it comes to processing payroll in Connecticut or creating a job listing, it's also important to understand the Connecticut Minimum Wage so that compensation levels are aligned with compliance requirements.
Between all that and so much more, you may find yourself struggling to process payroll and manage HR challenges.
Contact us today to learn more about how we can help ease the burden of payroll and HR.