Job seekers applying for roles in Connecticut should now see a pay range in every job ad. The state's expanded pay transparency law, H.B. 5003 (Public Act 26-12), took effect on October 1, 2026. It requires employers to include a wage range set "in good faith" and a general description of benefits in every internal and external job posting, HR Leader reported.
Key takeaways
- In effect since October 1, 2026.
- Every posting must show a good-faith pay range and a general description of benefits.
- Applies to all Connecticut employers, regardless of size.
- Covers remote roles outside the state that report to a Connecticut-based supervisor.
- Applicants and employees can sue, with a two-year limit.
What does the law require?
Every internal and external job posting must include the pay range and a description of benefits, including health insurance, retirement, paid leave and other compensation. The "good faith" wording means a range stretched so wide it tells you nothing should no longer pass. For roles that are not advertised, the employer must provide the range and benefits when you ask, or before pay is discussed or offered, whichever comes first.
Employers with 100 or more staff must also publish a pay code guide explaining at least 10 common pay types, such as overtime, shift and holiday pay, in English, Spanish and the most common other language in the workforce.
Who is affected?
Anyone applying for a Connecticut job, and some remote workers living elsewhere whose manager is based in Connecticut. Current employees also benefit: the law bars retaliation against anyone who discusses or discloses their pay.
How does it fit with other states?
Connecticut joins a growing list of states with pay range rules for job ads. Coverage and penalties differ by state, so a posting in one state may include more detail than the same job posted elsewhere. Several large states already require ranges, and more laws are scheduled to start in 2027.
What should job seekers do now?
- Use the posted range to decide whether to apply and to anchor your salary talk.
- If a Connecticut posting has no range or benefits, ask the recruiter for them. You are entitled to them.
- Compare the range with market data before you name a number.
- Read our guide on answering salary expectations and see the 2027 minimum wage changes.
What can you do if an employer does not comply?
The law gives applicants and employees a private right to bring a claim within two years of a violation. Keep a copy or screenshot of the posting and any messages about pay. For help, contact the Connecticut Department of Labor or an employment lawyer.
Source: HR Leader, Connecticut's pay transparency law takes effect, 1 October 2026.
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