Connecticut Employers Must Add Pay and Benefits to Job Ads, Effective Oct. 1
Connecticut employers must include a wage or a good-faith wage range and a general description of benefits in public and internal job postings under Public Act 26-12, signed by Gov. Ned Lamont on May 11, 2026. The requirement takes effect Oct. 1, 2026.
The Constitution State previously required wage-range disclosure only upon an applicant’s request or a job offer. Under the new law, the posting itself is the primary disclosure point. If a job isn’t posted, employers must provide the information when an applicant requests it or before discussing compensation or making an offer, whichever comes first.
The law applies to jobs performed in the state and to jobs performed elsewhere if the employee reports directly to a Connecticut-based supervisor, office or other worksite.
Payroll takeaway: Update job posting templates and hiring workflows before Oct. 1, 2026, to include the required wage or wage range and benefits information.
More info: Connecticut Public Act 26-12 (HB 5003)
- Share on
Free Training & Resources
Further Reading
Informal cash-pay practices leave wage payments and hours worked outside normal payroll controls. Case in point: A Washington state cou...
The Third Circuit recently affirmed a jury verdict awarding more than $22 million in back wages to 11,780 employees at a Pennsylvania batte...
A recent Seventh Circuit court ruling focuses on a key overtime calculation issue for payroll: Which premiums belong in the regular rate of...
Mastercard, Inc. has agreed to pay $26 million to settle a pay discrimination lawsuit filed by female, Black and Hispanic employees. The...
Employers should be aware the federal law that protects veterans and service members has been amended by a new law, making the stakes highe...
A $40,000 payout over a leave policy breakdown shows how quickly compliance risk can turn into a financial problem that finance teams are l...
