Connecticut's expanded pay-transparency rules took effect October 1 under Public Act 26-12. Section 2 requires internal and public job advertisements to disclose the wages or wage range for the position and a general description of benefits. The new requirement makes compensation information available earlier than an offer.
The statute defines benefits to include health insurance, retirement, fringe benefits, paid leave and other compensation apart from wages. It also defines a wage range as one set in good faith. A broad range still needs to reflect the employer's position; it is not simply an invitation to name any attractive upper number.
For an unadvertised position, the law requires disclosure at the earlier of the applicant's request or before a compensation discussion or offer. Its coverage includes work performed in Connecticut and certain out-of-state jobs reporting directly to a Connecticut supervisor, office or worksite. The statute also prohibits retaliation for exercising these rights.
Applicants should keep the dated posting and disclosed benefits alongside later offer terms. The highest figure in a range is not a guaranteed personal salary, and a general benefits description is not the full plan contract. The newly effective rule helps compare opportunities and spot missing disclosures. It does not set a nationwide posting rule or prove that every compensation difference is unlawful; the particular job and statutory coverage still matter.