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Connecticut Issues FAQs on Its Salary Ban Law

Effective October 1, 2021, Connecticut employers must provide a wage range to applicants for the position they applied to, when they request it or before they are offered compensation, whichever is earlier. In addition, a wage range must also be provided to employees when they are hired, change their position, or when they first request their wage range.

FAQs Released

In September 2021, the Connecticut Department of Labor released Questions and Answers Regarding Public Act 21-30 – “An Act Concerning the Disclosure of Salary Range for a Vacant Position, (FAQs)  to assist employers with complying with the new law.

Next Steps for Employers

Employers are encouraged to review the state’s FAQs for additional information on the law and details on how to implement and incorporate these requirements into their recruitment and internal hiring practices.

Additional information on the state’s salary disclosure requirements is available in this prior communication from HR Works.

HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.