Coverage thresholds, what has to be disclosed, by when, and what happens if it isn’t — for employers with people in Connecticut.
Connecticut is about to change shape. Today it is a disclose-on-request state. From 1 October 2026 it becomes a posting state — and it will require benefits in the posting, which most employers’ templates do not carry.
In force since 1 October 2021. No size threshold — any employer using the services of one or more employees for pay.
Signed 11 May 2026. Reaches roles performed in Connecticut or reporting to a Connecticut supervisor, office or worksite.
Most pay transparency statutes cap out at administrative penalties in the hundreds or low thousands. Connecticut’s § 31-40z runs through private suit and expressly reaches punitive damages alongside compensatory damages and fees, on a two-year limitation period.
That changes the risk calculus. In Maryland the exposure is administrative; in Connecticut it is litigation.
Publishing a wage range in a posting is a template edit. Publishing a written guide to your overtime rules and pay differentials — in multiple languages, online, delivered at hire and with every pay record — requires you to first document how your pay codes work.
Organisations that have accreted differentials over years frequently discover they cannot describe their own practice consistently. That is the real work, and it starts well before October.
The penalty structure attached to the new posting duty under PA 26-12, and whether the act adds any recordkeeping requirement. Both are unresolved in the alerts we reviewed.
We support Connecticut employers on the compensation side — pay equity analysis, range architecture, and how executive pay reads inside a filing or a published range. We are not attorneys and this page is not legal advice; anything marked unverified above should be confirmed with employment counsel before you act on it.
For advisory work in the region see our Hartford executive compensation page.
Not until 1 October 2026. Until then the duty is disclosure on request — to applicants on request or by the time of an offer, and to employees at hire, on a change of position, and on first request. From 1 October 2026, Public Act 26-12 requires the wage or wage range and a general description of benefits in internal and external postings.
Yes. Section 31-40z creates a private right of action, exercisable within two years, reaching compensatory damages, attorney's fees and costs, and punitive damages. That is materially more exposure than the administrative-penalty regimes in most states.
Generally yes where the role could be performed in Connecticut or reports into a Connecticut supervisor, office or worksite. The specifics vary — some statutes test on where work is performed, others on the reporting line, and several reach out-of-state employers recruiting locally-based remote staff.
No. It is a compensation practitioner's summary of published requirements, current as at July 2026, intended to help scope the compensation work these obligations create. Items we could not verify are marked as such rather than glossed. Confirm current requirements with employment counsel before acting.
Pay equity analysis and range architecture, sequenced so findings can be acted on rather than merely disclosed.
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