Wage Transparency Law Changes in Connecticut

By Tais Vilela Ribeiro Quinhones

Connecticut is the latest state to expand wage transparency requirements, with new requirements taking effect October 1, 2026. Under Public Act 26-12, employers will now be required to include the wages or wage range for a position, along with a general description of the benefits offered, in public and internal job advertisements.

The connection to PERM is particularly important, as the recruitment process is built around the wage established by the Prevailing Wage Determination (PWD). When a Connecticut position is subject to the new disclosure requirements, the information presented to applicants becomes part of the overall recruitment picture. Therefore, the salary information in a transparency-compliant posting needs to be considered alongside the wage used for the PERM process, rather than treated as a separate recruiting detail.

Benefits information overall is another item to watch during recruitment. Differences in salary information, wage ranges, or benefits language between recruitment sources can create inconsistencies that may be difficult to explain later. Keeping your information aligned from the beginning can help avoid unnecessary questions when the recruitment documentation is reviewed.

With Connecticut joining the states expanding pay transparency requirements, employers handling PERM recruitment will need to account for these state-specific rules when preparing advertisements.

Reach out to Park’s PERM team if you have additional questions at [email protected]!

Helpful Resources Include:

Wage Transparency Information for States that Require Salary in Ad Texts

Governor Lamont Signs Legislation Protecting Workers’ Rights

Public Act 26-12