Highlights
Impacted Employers: All employers
Effective Date: October 1, 2026
Summary: Connecticut has enacted legislation that will expand pay transparency requirements.
Next Steps: Review the law in full and determine whether any changes to policies and practices should be made.
Connecticut has enacted legislation that will expand pay transparency requirements. The changes result from the enactment of House Bill 5003 and take effect on Oct. 1, 2026.
The Details
Prior to House Bill 5003, state law required employers to provide:
- A job applicant with the wage range for a position the applicant is applying for, upon the earliest of the applicant's request or before or at the time the applicant is made an offer of compensation.
- An employee with the wage range for their position upon their hiring, a change in the employee's position with the employer or the employee's first request for a wage range.
Effective Oct. 1, 2026, House Bill 5003 will require that any internal or public job advertisements include the wages or wage range for the position and a general description of the benefits offered with the position.
House Bill 5003 will also amend the definition of “wage range” to mean the pay range an employer sets in good faith for a position, and may include reference to any applicable pay scale, previously determined range of wages for the position, actual range of wages for those employees currently holding comparable positions or the employer's budgeted amount for the position.
If the position isn’t made available to an applicant via an internal or public job advertisement, employers must provide the wage range for the position and a general description of the benefits offered with the position upon the earliest of the applicant's request, or prior to any discussion of compensation with the applicant or an offer of compensation to the applicant.
Under the amended rules, employers must provide an employee with the wage range for their position and a general description of the benefits offered with the position upon:
- The hiring of the employee;
- A change in the employee's position with the employer; or
- The employee's first request for a wage range.
For the purposes of the law, benefits are defined as health insurance benefits, retirement benefits, fringe benefits, paid leave, and any other compensation other than wages offered with a position.
House Bill 5003 also makes clear that the pay transparency rules apply to any position in which the duties will be performed within the state or in which the duties will be performed outside of the state but require the employee to report directly to a supervisor, office or other worksite located within the state.
The amended law will also prohibit employers from retaliating or discriminating against an applicant or employee for exercising their rights under the law.
Next Steps
Review the law in full and determine what changes to policies and practices should be made.