Connecticut job ads must show pay and benefits from Oct. 1, 2026

The job ad duty is the newest piece of Connecticut’s pay transparency law. As of October 1, 2026, an employer advertising a Connecticut position must put the wage or wage range and a general description of benefits in the job ad, internal or public. The rule also reaches jobs done outside Connecticut when the employee reports directly to a supervisor, office or worksite in the state.

What changed on October 1?

Connecticut already required employers to give a wage range to applicants and employees at set moments. A new law adds a job posting duty on top of those existing wage range disclosure requirements. The rule covers employers of any size: the act defines an employer as one using the services of one or more employees for pay, and that includes the state and its political subdivisions.

An employer may not fail or refuse to disclose, in an internal or public job advertisement, the wages or wage range for the position and a general description of the benefits to be offered with it. The law does not require an employer to advertise every opening, but when a covered internal or public job ad is published, it must include the wages or wage range and a general description of benefits. The existing disclosures stay, with benefits added, and the timing for applicants to unadvertised positions moved earlier: the old text said “prior to or at the time” the applicant is made an offer of compensation, and the new text says prior to any discussion of compensation or an offer of compensation.

For a position not offered through an internal or public job ad, the applicant must get the wage range and a general description of benefits on request or before any discussion of compensation or offer of compensation, whichever comes first. A current employee must get both at hire, on a change in position, and on the employee’s first request for a wage range. Each range must be one the employer sets in good faith.

What counts as a wage range and as benefits?

The act defines a wage range as the range of wages an employer sets in good faith for a position. It may refer to any applicable pay scale, a previously determined range for the position, the actual range paid to employees currently holding comparable positions, or the employer’s budgeted amount for the position.

Benefits means health insurance benefits, retirement benefits, fringe benefits, paid leave and any other compensation other than wages to be offered with a position. The ad and each disclosure call for a general description of those benefits.

Here is an example of posting language, for illustration only: “Pay: $24 to $30 per hour. Benefits: health insurance, paid leave and a retirement plan, subject to eligibility.” The figures are made up. A real ad must show the employer’s own wages or good-faith wage range and a general description of the benefits offered with the position.

When do applicants and employees get the information?

The easiest way to stay consistent is to build these disclosures into your hiring and employee-change processes: put the range and benefits description in offer letters and promotion or transfer letters, so the disclosure happens at hire and on a change in position without anyone having to remember it. Answer a first request from the same template.

Does it apply if we are not based in Connecticut?

It can. The section covers any position whose duties are performed in Connecticut, and any position performed outside the state that requires the employee to report directly to a supervisor, office or other worksite in Connecticut.

That second test matters for multi-state and remote employers. A role based in Utah or California that reports directly to a manager in a Connecticut office falls inside the rule as written.

What is the exposure if a posting is missing pay?

Any one or more employees or prospective employees may bring a lawsuit for a violation, in any court of competent jurisdiction. An employer that violates the section may be found liable for compensatory damages, attorney’s fees and costs, and other legal and equitable relief the court deems just and proper.

The act removed punitive damages from the remedies listed in this section. An action may be brought not later than two years after the violation. The section also bars retaliating or discriminating against an applicant or employee for exercising these rights.

The steps below are our recommendations. The act sets the disclosure duties. As a precaution, we recommend updating covered ads that are still live, including ones posted before October 1. Dated range notes and signed letters are recommended documentation, not something the act spells out.

Whoever drafts your ads, review the job posting templates and disclosure procedures they use. For general background, see our articles on five pay transparency tips for employers and understanding the pay transparency movement.

Primary sources: Connecticut Public Act No. 26-12 (Substitute House Bill No. 5003), section 2. Last reviewed October 8, 2026.

Need help with Connecticut pay ranges?

VertiSource HR runs payroll, benefits and HR for small and mid-size employers in all 50 states. We can help you check your postings and offer letters against the new rule.

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