Salary Transparency Laws in Connecticut: What Employers Must Disclose

Federal law does not require salary transparency or pay range disclosure in job postings. The Equal Pay Act of 1963 (29 U.S.C. § 206) prohibits wage discrimination based on sex but does not mandate disclosure of salary information. The Fair Labor Standards Act (FLSA, 29 U.S.C. § 201 et seq.) sets minimum wage and overtime standards but contains no salary disclosure requirements.

There is no federal EEOC regulation requiring employers to post salary ranges. However, some federal contractors must maintain detailed wage records under Executive Order 11246, and certain public sector positions have transparency requirements under federal statute. The National Labor Relations Act (29 U.S.C. § 151 et seq.) protects employee discussions about wages, but does not require employers to disclose ranges proactively.

Some state and local governments have enacted salary transparency laws, but these vary significantly and are newer than Connecticut's requirement. Connecticut's law is among the strongest in the nation, applying to all private employers above a minimal threshold regardless of federal contractor status.

Connecticut Public Act 22-26 (codified in Connecticut General Statutes section 31-40z) establishes one of the nation's broadest salary transparency requirements. The statute applies to all employers with 3 or more employees located in Connecticut or working in Connecticut, regardless of the employer's primary location or size.

Under Connecticut law, employers must disclose the salary range in the job posting itself when advertising a position. If the employer does not include the range in the posting, the employer must provide the salary range in writing to any applicant who requests it during the recruitment and hiring process. The range must be based on the actual salary the employer would pay for that specific position and must include the minimum and maximum compensation the employer reasonably expects to pay.

Connecticut's law is substantially stronger than federal requirements because it imposes affirmative disclosure obligations rather than merely permitting wage discussions or prohibiting discrimination. The law applies to all private employers above the 3-employee threshold, meaning it covers far more employers than federal contractor rules. Connecticut also prohibits retaliation against employees who request or discuss salary information, providing additional protection beyond federal law.

The statute defines 'salary' broadly to include the base salary or hourly wage, plus any bonus, commission, equity compensation, paid time off, and other forms of compensation regularly received by employees in that position. This means employers cannot satisfy the requirement by listing only base salary if commissions or bonuses are standard. Employers must update ranges when they materially change compensation.

Remedies under Connecticut law include fines imposed by the Connecticut Department of Labor. Violations can result in civil penalties of up to $100 per employee per day of non-compliance, calculated from when the violation occurred. Additionally, employees may pursue claims under the Connecticut Fair Employment Practices Act (Connecticut General Statutes section 46a-60) if salary non-disclosure is part of a discriminatory pattern.

Connecticut's salary transparency law contains limited exceptions. The statute does not apply to employers with fewer than 3 employees, meaning sole proprietorships and partnerships with only 1 or 2 employees are exempt.

The law does not require salary disclosure for positions primarily located outside Connecticut, even if the employer has Connecticut employees. However, remote positions available to Connecticut residents or positions with some Connecticut work component are likely covered.

Connecticut permits employers to exclude compensation components that are entirely discretionary or non-recurring. However, this exception is narrow—bonuses or commissions that are regularly paid to employees in that position must be included. Employers cannot claim an exception simply because the amount varies year to year if the compensation is standard practice.

The statute does not prevent employers from negotiating different starting salaries within the disclosed range, provided the range itself is accurate and good faith. Employers may also maintain different ranges for different locations if there is genuine cost-of-living or market variation, but the range provided to applicants must reflect the actual range for the specific position and location.

There is no exception for positions filled through internal promotion, but the law applies to all recruitment and hiring processes. Union positions covered by collective bargaining agreements may have different transparency requirements negotiated in the contract, but the employer must still comply with the statutory minimum.

The law does not provide an exception for competitive or confidentiality reasons. Connecticut explicitly rejected private market arguments and requires disclosure regardless of employer concerns about competitive sensitivity. However, employers may designate ranges as 'subject to negotiation within range' if legitimate individual factors apply.

Step 1 — Document Everything: Keep copies of all job postings where your employer advertised a position without a salary range, including the date posted and platform used (company website, LinkedIn, Indeed, etc.). Save any email communications where you or other applicants requested the salary range during the hiring process. Document the date you made the request and how you made it (email, phone, in-person interview). If you were hired, retain your offer letter and any verbal representations about salary made during recruitment. Take screenshots of postings that have been changed or removed.

Step 2 — Internal Complaint Process and Why It Matters: Before filing with the government, send a written request to your employer's HR department or hiring manager asking for the salary range for your position or the position you applied for. State clearly that you are requesting the information required by Connecticut General Statutes section 31-40z. Use email so you have a written record with a timestamp. Allow the employer 5-7 business days to respond. This step is not legally required, but it creates evidence of the employer's knowledge and refusal, which strengthens any subsequent complaint. Keep the employer's response or non-response as documentation.

Step 3 — File with the Connecticut Department of Labor: File a complaint with the Connecticut Department of Labor, Wage and Hour Division. You can file online through the Connecticut DEEP website at https://portal.ct.gov/DEEP/Labor or submit a written complaint by mail to Connecticut Department of Labor, 450 Columbus Boulevard, Hartford, CT 06103. Include: (1) your name, contact information, and employment status; (2) the employer's name, address, and number of employees; (3) the specific job position or posting where salary was not disclosed; (4) the date(s) of the alleged violation; (5) how you learned of the vacancy (posting platform, recruiter, etc.); (6) documentation showing you requested the range and the employer's response; (7) any job posting screenshots; (8) the date you filed this complaint. The filing deadline is generally 300 days from the date of violation, but file immediately to preserve your right.

Step 4 — Expect the Investigation Process: The Connecticut Department of Labor will acknowledge your complaint in writing within 5-10 business days. The DOL will then contact the employer to notify them of the complaint and request a response, typically allowing 10-15 days for the employer to provide documentation. The DOL investigator may request copies of the job posting, the salary range the employer claims applied, payroll records for similar positions, and the employer's hiring practices. You may be asked for additional information. The investigation typically takes 30-60 days, though complex cases may take longer. If the DOL finds a violation, the employer will receive a citation and order to pay the penalty.

Step 5 — When to Consult an Attorney: Consult an employment attorney immediately if: (1) the employer retaliates against you for filing a complaint (disciplining you, reducing hours, firing you, or treating you differently after learning of the complaint); (2) the DOL investigation stalls or the employer ignores a citation; (3) you believe the salary non-disclosure is part of a broader pattern of wage discrimination based on protected status (race, gender, age, disability, etc.); (4) you want to pursue a private lawsuit for damages beyond the statutory penalties; (5) the employer has already filed a retaliatory action against you. An employment attorney licensed in Connecticut can advise whether you have a companion discrimination claim under Connecticut General Statutes section 46a-60 or whether you should pursue a wage claim through the state's administrative system.