In January of 2019, Connecticut implemented legislation that prohibited employers from inquiring about an applicant’s prior salary history. Now, there's new pay equity legislation in the state requiring disclosure of salary ranges for vacant positions.
Governor Ned Lamont signed House Bill No 6380 “An Act Concerning the Disclosure of Salary Range for a Vacant Position.” As the name suggests, the new pay equity law requires employers to disclose the “wage range” for vacant positions to employees and prospective employees, under a variety of circumstances.
Wage Disclosure Law in Connecticut
In addition to preexisting restrictions, the new law makes it unlawful for an employer to:
- “Fail or refuse to provide an applicant for employment the wage range for a position for which the applicant is applying, upon the earliest of (A) the applicant’s request, or (B) prior to or at the time the applicant is made an offer of compensation; or”
- “Fail or refuse to provide an employee the wage range for the employee’s position upon (A) the hiring of the employee, or (B) a change in the employee’s position with the employer, or (C) the employee’s first request for a wage range.”
Employers can get a full breakdown of Connecticut Pay Transparency Requirements by checking out this more recent blog post.
Get Help with Connecticut Compliance
Over the next few months, you should work with an HR Business Partner to determine wage ranges for your positions. Compensation / salary assessment data will be invaluable in determining wage ranges for specific jobs in your market areas. These types of HR consulting services are available to HRCG clients.
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