Connecticut Pay Transparency Law: A Guide for 2025

On June 7th, 2021 Governor Ned Lamont signed House Bill 6380, also known as “An Act Concerning the Disclosure of Salary Ranges”. This law first went into effect on October 1st, 2021 for Connecticut employers, but has since undergone additional expansions concerning the disclosure of compensation and benefits in a job listing.

Here is everything you need to know:

Connecticut Pay Transparency Law​

Formally known as "An act Concerning Disclosure of Salary Ranges on Public and Internal Job Postings" (sHB 6273), Connecticut's Pay Transparency Law sets specific requirements around what must be included in a job listing in regard to compensation and employee benefits. Connecticut is one of several states with such laws, which are becoming increasingly common in recent years. 

While the original law went into effect in 2021, it has since been expanded. Effective October 1st, 2023 all of the following now apply:

Original Connecticut Pay Transparency Requirements

Connecticut Pay Transparency Law applies to all employers with one or more employees in the state. This includes state employees and municipalities.

The original legislation generally required the following from employers:

• Employers must provide job applicants and employees with the wage range for their positions upon request, or when the applicant is offered the job, whichever comes first. The same applies to the benefits offered.
• Employers may not retaliate against employees for discussing and sharing information about their wages.

These requirements still apply today.

Updated Connecticut Pay Transparency Requirements

As of the latest update to Connecticut Pay Transparency law, effective  October 1st, 2023 employers are now also required to:

• Include a position’s wage or wage range and a general description of any applicable benefits, in its public and internal postings for jobs, promotions, transfers, or other employment opportunities.
• Provide this information to employees on an annual basis.
• Allow employees to freely discuss and share information about their wages.

Connecticut Wage Disclosure requirements apply to positions that will be performed in the state. It also applies to remote, out-of-state workers who still report to a supervisor, office, or other work site in the state.

Employers are also prohibited from taking adverse action against an applicant, new hire, or employee for exercising their rights under this law. 

Connectcituy Pay Transparency Penalty for Noncompliance

Employees and applicants may choose to sue an employer for violating the requirements of this law. 

If an employer is found guilty, a court may award the employee or applicant compensatory damages equal to anywhere from $1,000 to $10,000.

Get Help with Connecticut Compliance

Before hiring employees in Connecticut, or posting external or internal job postings, it's important for employers to understand the requirements of Connecticut pay transparency, to avoid getting their business in trouble. 

When it comes to processing payroll in Connecticut or creating a job listing, it's also important to understand the Connecticut Minimum Wage so that compensation levels are also aligned with compliance requirements. 

Between all that and so much more, you may find yourself struggling to process payroll and manage HR challenges. 

Contact us today to learn more about how we can help ease the burden of payroll and HR.