Do You Have to Post a Salary Range in Connecticut Job Postings?

The Connecticut DOL says the current law applies to in-state employers even when hiring remote workers who live elsewhere, but generally not to out-of-state companies with no Connecticut operations. Starting October 1, 2026, the posting rule expressly covers roles performed in Connecticut and out-of-state roles that report directly to a Connecticut-based supervisor, office, or worksite. Borderline remote setups are worth a conversation with counsel.

Yes. The statute gives applicants and employees a private right of action — suit must be filed within two years of the alleged violation. Under the current statute, courts can award compensatory damages, punitive damages, attorney's fees and costs, and other relief. Firm summaries of the 2026 amendment report that punitive damages are removed from the remedy list effective October 1, 2026, while compensatory damages and attorney's fees remain available.

For commission- or bonus-based roles, the Connecticut DOL says employers should disclose the anticipated wage range using their pay scale, a previously set range, actual pay for comparable positions, or the budgeted amount; purely discretionary pay is generally excluded. Starting October 1, 2026, postings must also carry a general description of benefits — items like health insurance, retirement benefits, paid leave, and fringe benefits.

There is no headcount threshold — the law covers any employer using the services of one or more employees for pay in Connecticut. The sources reviewed for this page don't spell out staffing-agency mechanics, but the broad employer definition means agencies that employ and place workers in Connecticut are generally covered. Confirm your specific arrangement with counsel.

Public Act 26-12 (HB 5003, signed May 11, 2026) generally requires the wage or wage range plus a general description of benefits in every internal or public job posting. Firm summaries also report that applicant disclosure moves earlier — to the earliest of the applicant's request, before any discussion of compensation, or at offer — and that "wage range" is redefined as a range the employer sets in good faith. Separately, employers with 100 or more employees must publish a plain-language pay-code guide (at least 10 pay codes where applicable) on their website in English, Spanish, and other commonly spoken languages.

Yes, on both timelines. Today, an employee must receive the wage range for their position at hire, when their position changes, and on their first request. From October 1, 2026, the posting requirement expressly covers internal as well as public job advertisements — so a promotion posted only on the company intranet generally needs the same pay and benefits information as an external ad.