Pay Transparency Laws in Connecticut
Connecticut has pay transparency requirements
Connecticut requires employers to disclose the wage range for a position to applicants upon request or when an offer is made, whichever comes first. Effective October 2023, employers must also include the wage range in job postings. Connecticut bans salary history inquiries.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 1+ employees — Applies to all employers. |
| Effective date | October 1, 2023 |
| Penalties | Employers may face compensatory damages, attorney's fees, and civil penalties for violations. |
| Statute | Conn. Gen. Stat. SS 31-40z (PA 21-30, amended by PA 23-17) |
Pay Transparency Laws in Connecticut: what you need to know
Connecticut has enacted a pay transparency law that affects how employers handle salary information. Connecticut requires employers to disclose the wage range for a position to applicants upon request or when an offer is made, whichever comes first. Effective October 2023, employers must also include the wage range in job postings. Connecticut bans salary history inquiries. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and Connecticut is among the states leading this trend.
Connecticut requires employers to include salary ranges in job postings. Applies to all employers. This means that when you apply for a job in Connecticut, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 1 or more employees.
In Connecticut, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
Connecticut also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in Connecticut must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of Connecticut's pay transparency law includes penalties for non-compliance. Employers may face compensatory damages, attorney's fees, and civil penalties for violations. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For Connecticut workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More Connecticut workplace laws
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Frequently asked questions about pay transparency laws in Connecticut
Yes. Connecticut requires employers with 1 or more employees to include salary ranges in job postings.
No. Connecticut has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. Connecticut requires employers to provide salary range information upon request.
Employers may face compensatory damages, attorney's fees, and civil penalties for violations.
This depends on the specific provisions of Connecticut law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.