Connecticut Salary Transparency Law (Public Act 22-59): Complete Employer Guide

Overview: What is Public Act 22-59?

Public Act 22-59 originally took effect on October 1, 2021, marking Connecticut's entry into the pay transparency movement. At first, the law only required employers to provide wage ranges to applicants upon request, or when making an offer of employment, whichever came first. It also required employers to provide current employees with their wage ranges upon hire, when moving to a new role, or upon request.

However, as of October 1, 2026, the law has been significantly expanded to align with other trailblazing states like New York, California, and Washington. Connecticut now mandates that compensation details be included directly in all job postings.

The updated law has three core components for the hiring process:

1. Proactive Job Posting Transparency: Employers must include the wage range and a description of benefits in public and internal job postings.
2. Applicant Disclosure: Employers must still provide the wage range upon request during the application process, even before an interview.
3. Employee Disclosure: Wage ranges must be provided to current employees upon hire, a change in position, or upon request.

This comprehensive guide details everything employers and recruiters need to know to maintain compliance with the October 2026 requirements, focusing primarily on the new job posting mandates.

Who Must Comply?

Note on Employer Size: Unlike states that set thresholds of 15 or 50 employees, Connecticut's law is extremely broad. If you are an employer with even a single employee, and you are hiring for a role that can be performed in Connecticut, you must comply with the job posting requirements.

Requirements: What Must Be in Job Postings?

As of October 1, 2026, when advertising a job, promotion, or transfer opportunity that can be performed in Connecticut, the posting must explicitly state:

• The Wage Range: The lowest to the highest salary or hourly wage that the employer reasonably expects to pay for the role. This must be a good faith estimate.
• Benefits Description: A general description of the benefits and other compensation offered, such as bonuses, stock options, health insurance, and retirement plans.

If there is no specific expected range, employers must still define the minimum and maximum wages based on reference to any applicable pay scale, the previously determined range for the position, or the actual range of current employees holding comparable positions.

Furthermore, an employer may not retaliate against any applicant or employee for asking about their wage range or discussing their wages.

Example: Compliant vs Non-Compliant

Remote Work Compliance

The rise of remote work has made compliance more complex for multi-state employers. If you are hiring for a remote position, does the Connecticut law apply to you?

Yes. If the remote position could be filled by a resident of Connecticut, you are required to include the wage range and benefits description in the posting. If your job posting is open to candidates nationwide without specifically excluding Connecticut residents, it falls under the purview of this law.

The simplest approach to ensure compliance when recruiting remotely is to include compensation information in all US-based remote job postings, as an increasing number of states enforce similar rules.

👉 Read our full guide on remote job salary disclosure

Penalties for Non-Compliance

Enforcement of Public Act 22-59 is handled by the Connecticut Labor Commissioner, but individuals also have a private right of action.

Because each non-compliant job posting can be considered a separate violation, businesses that post multiple jobs or hire frequently without updating their templates face significant financial exposure.

👉 See our complete penalties guide

How to Comply

Employers should immediately update their hiring practices to align with the October 2026 requirements:

• Audit Job Postings: Review all active internal and external job postings, including those on third-party job boards (Indeed, LinkedIn, etc.) to ensure wage ranges and benefit descriptions are present.
• Establish Wage Ranges: Calculate good-faith, objective wage ranges for all positions based on market data, internal equity, and the budget for the role.
• Train Hiring Teams: Ensure recruiters and hiring managers understand they must provide the range proactively in postings, and upon request during interviews.
• Standardize Benefits Text: Create boilerplate text detailing standard benefits packages that can be easily added to postings.

Summary of Applicability