What You Need to Know About Pay Transparency in Connecticut
By: Sara Bigman
Are Connecticut employers required to include salaries in job postings?
No. Connecticut’s salary transparency laws are not as robust as some neighboring states and do not yet mandate inclusion of salary ranges in job postings. However, Connecticut law does require employers with one or more employees to disclose a position’s salary range to applicants either (1) upon request or (2) prior to, or at the time, the applicant is made an offer. This requirement allows candidates to make informed decisions when applying for, or accepting, a new position. Employers should be prepared to provide salary information to candidates upon request.
Similarly, Connecticut employers must provide current employees with the wage range for their position upon (1) either hiring of the employee, (2) a change in the employee’s position with the employer, or (3) upon employee’s first request for such a range. The goal of these requirements is to help ensure that employees receive equal pay for comparable work, regardless of the employee’s gender, race, or other protected characteristics.
Can Connecticut employees discuss their salaries with their coworkers?
Yes. Pursuant to Conn. Gen. Stat. § 31-40z(b), employers may not prohibit their employees from (1) disclosing the amount of their wages to another employee or (2) asking a co-worker how much they make. Connecticut employers also may not prohibit their employees from inquiring about the wages of another employee. Similarly, employers are also prohibited from requiring employees to sign a waiver which would deny them of their rights to have the aforementioned discussions. Connecticut employers are also forbidden from terminating, disciplining, or retaliating against employees who discuss the amount of their wages. These discussions may also be protected by the National Labor Relations Act.
Connecticut employers should be aware of these transparency requirements and update their policies and practices to avoid running afoul of discriminatory compensation practices. Employers who violate Connecticut’s pay transparency laws may be found liable for compensatory damages, punitive damages, attorney’s fees and costs.
We encourage you to contact our Connecticut Employment Counseling & Litigation attorneys with any questions or concerns.
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