Connecticut Mandated Salary Range Disclosures
Employers must now provide pay range data in job ads and during the hiring process to ensure transparency.
Updated on Oct. 5, 2026 in Job Search
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Connecticut implemented House Bill 5003 on October 1, 2026, requiring businesses to disclose salary ranges and benefit details in all job advertisements. Employers must also proactively provide this pay information to candidates before conducting any job interview.
Why it matters
The regulation aims to eliminate information asymmetry in the labor market and prevent the perpetuation of historical pay inequities. For operators, this creates a new compliance threshold that necessitates standardizing compensation bands for every open role.
Twenty-two U.S. states and 24 local jurisdictions now prohibit employers from asking about salary history, a trend that includes California’s long-standing prohibition since 2018. The total scope of these requirements varies, leaving the impact of non-compliance still under investigation.
The players
Connecticut
A U.S. state government that sets labor regulations and employment standards for all businesses operating within its borders.
European Union
A political and economic union that has moved toward mandatory pay transparency across its member states.
Virginia
A U.S. state government that recently adopted similar proactive pay disclosure requirements for employers.
The details
Under the new mandate, businesses must list salary ranges and benefits within their job postings to ensure candidates have data before engagement. Hiring managers are also required to provide this information to applicants ahead of any formal interview. This transition mirrors proactive disclosure requirements that were implemented in Virginia on July 1, 2026.
Timeline
2018: California prohibited salary history inquiries.
June 7, 2026: EU member states were required to transpose the Pay Transparency Directive.
July 1, 2026: Virginia implemented proactive pay disclosure requirements.
October 1, 2026: Connecticut implemented House Bill 5003.
October 2026: The United Kingdom maintains no statutory ban on salary history questions.
Market Landscape
Connecticut’s new mandate aligns with a broader international trend toward mandatory pay disclosure, following the precedent set by the European Union Pay Transparency Directive. This shift marks a clear departure from traditional hiring practices that allowed for salary negotiation based on past earnings.
Business owners must immediately audit all active job advertisements and interview scripts to ensure full compliance with the new disclosure requirements. Failure to provide pay ranges before interviews may result in regulatory scrutiny as the state begins enforcing this transparency statute.
The takeaway
The era of basing compensation on a candidate's salary history is ending in favor of structured, transparent pay bands. Review your current job posting templates with qualified counsel to ensure all required benefit information is included before your next round of hiring.
Further reading
Operators can track regional compliance updates in our Job Search section.
Source note: This article includes information reported by Chichester News.
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