CT pay transparency: wage range disclosure on request.
Connecticut's pay transparency law (Conn. Gen. Stat. § 31-40z) requires employers to disclose the wage range for a position to applicants upon request, and to current employees in the same position. Connecticut's framework is request-based — unlike Colorado's posting requirement and California's posting requirement (15+ employees). The wage range must be the range the employer anticipates relying on when setting pay for the position. Failure to disclose creates direct civil exposure plus potential pay equity exposure if pay disparities correlate with protected classes.
Wage Range Capture + Disclosure Workflow
Captures wage range for every Connecticut position. Routes range to applicants on request and to current workers in the same position. Tracks pay equity correlations across protected classes.
What those rules do at posting and at applicant inquiry.
The hero card configuration: Flag on range capture, Avoid on pay equity exposure.
Every CT position requires a wage range captured at posting. The range must reflect what the employer anticipates relying on when setting pay for the position. Surfaced for applicants on request, and for current workers in the same position.
Pay disparities across workers in the same position are correlated against demographic data (where lawfully captured). Patterns correlated with protected classes (gender, race, age, disability) trigger pay equity exposure under federal Title VII and CT Fair Employment Practices Act.
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Wage range disclosure on request — to applicants and to current employees.
Connecticut's request-based framework is more flexible than Colorado's posting requirement but creates similar pay equity exposure when the range or actual pay reveals disparities.
Disclosure to applicants
Upon an applicant's request, OR no later than the time of compensation offer (whichever earlier), the employer must provide the wage range for the position. The range must be the range the employer anticipates relying on when setting pay — not a fictional broad band designed to obscure actual pay practices. The disclosure can be made verbally or in writing; written disclosure is recommended for documentation.
Disclosure to current employees
Current employees are entitled to the wage range for their position: (1) at hire; (2) at any change in position (promotion, lateral move); and (3) upon the worker's first request. The disclosure provides workers with information to evaluate pay equity within their position and across the workforce. Workers receiving the disclosure can identify pay disparities that correlate with protected class membership.
Teambridge captures wage ranges, routes disclosures, and surfaces pay equity exposure.
The request-based framework is operationally simpler than posting requirements but creates the same downstream pay equity exposure when actual pay reveals disparities.
Range required for every position.
Every CT position requires a wage range captured at posting. The range must reflect anticipated reliance for setting pay.
Range disclosed on inquiry or at offer.
When an applicant requests the range OR receives a compensation offer (whichever first), the range is automatically disclosed. Documentation captured.
Range disclosed at hire / change / request.
Current workers receive the range at hire, at position change, or upon their first request. Each disclosure is logged.
Disparities correlated with protected classes.
Pay disparities within positions are correlated against demographic data (where lawfully captured). Patterns correlated with protected classes are flagged for review.
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