AN ACT CONCERNING DISCLOSURE OF WAGE RANGES AND BENEFITS ON PUBLIC AND INTERNAL JOB ADVERTISEMENTS.

House of Representatives
HB5387 / File No. 249 1

General Assembly File No. 249
February Session, 2026 House Bill No. 5387

House of Representatives, March 30, 2026

The Committee on Labor and Public Employees reported
through REP. SANCHEZ, E. of the 24th Dist., Chairperson of
the Committee on the part of the House, that the bill ought to
pass.

AN ACT CONCERNING DISCLOSURE OF WAGE RANGES AND
BENEFITS ON PUBLIC AND INTERNAL JOB ADVERTISEMENTS.
Be it enacted by the Senate and House of Representatives in General
Assembly convened:

Section 1. Section 31 -40z of the general statutes is repealed and the 1
following is substituted in lieu thereof (Effective October 1, 2026): 2
(a) As used in this section: 3
(1) "Benefits" means health insurance benefits, retirement benefits, 4
fringe benefits, paid leave and any other compensation other than 5
wages to be offered with a position; 6
[(1)] (2) "Employer" means any individual, corporation, limited 7
liability company, firm, partnership, voluntary association, joint stock 8
association, the state and any political subdivision thereof and any 9
public corporation within the state using the services of one or more 10
employees for pay; 11
[(2)] (3) "Employee" means any individual employed or permitted to 12
work by an employer; 13
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[(3)] (4) "Wages" means compensation for labor or services rendered 14
by an employee, whether the amount is determined on a time, task, 15
piece, commission or other basis of calculation; and 16
[(4)] (5) "Wage range" means the range of wages an employer 17
[anticipates relying on when setting wages ] sets in good faith for a 18
position, and may include reference to any applicable pay scale, 19
previously determined range of wages for the position, actual range of 20
wages for those employees currently holding [comparable] equivalent 21
positions or the employer's budgeted amount for the position. 22
(b) No employer shall: 23
(1) Prohibit an employee from disclosing or discussing the amount of 24
[his or her] such employee's wages or the wages of another employee of 25
such employer that have been disclosed voluntarily by such other 26
employee; 27
(2) Prohibit an employee from inquiring about the wages of another 28
employee of such employer; 29
(3) Require an employee to sign a waiver or other document that 30
denies the employee [his or her ] such employee's right to disclose or 31
discuss the amount of [his or her] such employee's wages or the wages 32
of another employee of such employer that have been disclosed 33
voluntarily by such other employee; 34
(4) Require an employee to sign a waiver or other document that 35
denies the employee [his or her] such employee's right to inquire about 36
the wages of another employee of such employer; 37
(5) Inquire or direct a third party to inquire about a prospective 38
employee's wage and salary history unless a prospective employee has 39
voluntarily disclosed such information, except that this subdivision 40
shall not apply to any actions taken by an employer, employment 41
agency or employee or agent thereof pursuant to any federal or state law 42
that specifically authorizes the disclosure or verification of salary 43
history for employment purposes. Nothing in this section shall prohibit 44
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an employer from inquiring about other elements of a prospective 45
employee's compensation structure, as long as such employer does not 46
inquire about the value of the elements of such compensation structure; 47
(6) Discharge, discipline, discriminate against, retaliate against or 48
otherwise penalize any employee who discloses or discusses the 49
amount of [his or her] such employee's wages or the wages of another 50
employee of such employer that have been disclosed voluntarily by 51
such other employee; 52
(7) Discharge, discipline, discriminate against, retaliate against or 53
otherwise penalize any employee who inquires about the wages of 54
another employee of such employer; 55
(8) Fail or refuse to provide an applicant for employment the wage 56
range for a position for which the applicant is applying and a general 57
description of the benefits to be offered with such position, if such 58
position has not been made available to an applicant pursuant to an 59
internal or public job advertisement , upon the earliest of (A) the 60
applicant's request, or (B) prior to [or at the time the applicant is made 61
an offer of compensation; or ] any discussion of compensation with the 62
applicant or an offer of compensation to the applicant; 63
(9) Fail or refuse to provide an employee the wage range for the 64
employee's position and a general description of the benefits to be 65
offered with such position upon (A) the hiring of the employee, (B) a 66
change in the employee's position with the employer, or (C) the 67
employee's first request for a wage range; 68
(10) Fail or refuse to disclose in an internal or public job 69
advertisement for a position the wages or wage range for such position 70
and a general description of the benefits to be offered with such position; 71
(11) Fail or refuse to annually provide an employee with the current 72
wage range for such employee's position and a general description of 73
the benefits currently provided with such position; or 74
(12) Retaliate or discriminate against an applicant or employee, 75
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including, but not limited to, refusing to interview or hire a prospective 76
employee, refusing to promote an employee or terminating an 77
employee for exercising such applicant's or employee's rights under this 78
section. 79
(c) Nothing in this section shall be construed to require any employer 80
[or employee to disclose the amount of wages paid to any employee] to 81
post a job advertisement if such employer utilizes an alternative method 82
of hiring or recruiting for a position. 83
(d) An action to redress a violation of subsection (b) of this section 84
may be maintained in any court of competent jurisdiction by any one or 85
more employees or prospective employees. An employer who violates 86
subsection (b) of this section may be found liable for (1) statutory 87
damages of not less than one thousand dollars and not more than ten 88
thousand dollars or compensatory damages, whichever is greater, (2) 89
attorney's fees and costs, (3) punitive damages, and (4) such legal and 90
equitable relief as the court deems just and proper. 91
(e) [No action shall be brought for any ] An action for a violation of 92
subsection (b) of this section [except within] may be brought not later 93
than two years after such violation. 94
(f) The provisions of this section shall apply to any position in which 95
the duties of such position will be performed within the state or in which 96
the duties for such position will be performed outside of the state but 97
requires the employee performing such duties to report to a supervisor, 98
office or other work site located within the state. 99
This act shall take effect as follows and shall amend the following
sections:

Section 1 October 1, 2026 31-40z

LAB Joint Favorable

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The following Fiscal Impact Statement and Bill Analysis are prepared for the benefit of the members of
the General Assembly, solely for purposes of information, summarization and explanation and do not
represent the intent of the General Assembly or either chamber thereof for any pur pose. In general,
fiscal impacts are based upon a variety of informational sources, including the analyst’s professional
knowledge. Whenever applicable, agency data is consulted as part of the analysis, however final
products do not necessarily reflect an assessment from any specific department.

OFA Fiscal Note

State Impact: None
Municipal Impact: None
Explanation
The bill expands certain disclosures to require employers to include
a position’s wage or wage range, and a general description of the
position’s benefits in its public and internal job advertisements. This
does not result in any fiscal impact to the state or municipalities.
The bill allows employees or prospective employees to bring cases to
the court if they believe the employer is in violation of the provisions of
this bill. This does not result in any fiscal impact to the state or
municipalities. The court system disposes of over 250,000 cases annually
and the number of cases is not anticipated to be great enough to need
additional resources.
The Out Years
State Impact: None
Municipal Impact: None

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OLR Bill Analysis
HB 5387

AN ACT CONCERNING DISCLOSURE OF WAGE RANGES AND
BENEFITS ON PUBLIC AND INTERNAL JOB ADVERTISEMENTS.

SUMMARY
This bill expands the wage disclosure law to require an employer to
include a position’s wage or wage range, and a general description of
the position’s benefits, in its public and internal job advertisements. The
bill specifies that it does not require an advertisement if the employer
uses an alternative hiring or recruiting method.
The bill defines benefits as (1) health insurance ; (2) retirement ; (3)
fringe; (4) paid leave; and (5) any other compensation, other than wages,
offered with a position. Under the bill, an employer is required to set a
wage range for a position in good faith, instead of setting the range the
employer anticipates relying on. In setting the range, current law allows
the employer to refer to a number of items. The bill alters one of the
items by allowing an employer to refer to an actual wage range for
employees in equivalent positions, rather than “comparable” positions
as under current law.
The bill also:
1. requires employers to give job applicants and employees this
benefit information when they are currently required to give
them wage information (with one change on the timing of
providing information, see below);
2. requires employers to give their employees this wage and benefit
information annually;
3. prohibits employers from retaliating or discriminating against a
job applicant or employee for exercising their rights under the
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wage disclosure law, including by refusing to hire or interview
an applicant or refusing to promote or terminating an employee
(the law already prohibits adverse job actions against an
employee who inquires about the wages of other employees or
discloses or discusses their own or other employees’ wages);
4. requires a court to award statutory damages between $1,000 and
$10,000, if they are greater than the compensatory damages the
court would otherwise award, for violations of the wage
disclosure law;
5. eliminates a provision in the current wage disclosure law stating
that the law cannot be construed to require an employer or
employee to disclose the wages paid to an employee;
6. specifies that the wage disclosure law applies to positions with
duties in the state or when the duties are performed out -of-state
but the employee reports to a supervisor, office, or work site in
the state; and
7. makes conforming changes.
The state’s current wage disclosure law generally (1) requires
employers, including the state and municipalities, to give job applicants
and employees the wage range for their positions upon request and (2)
prohibits employers from taking certain steps to limit their employees’
ability to share information about their wages.
EFFECTIVE DATE: October 1, 2026
DISCLOSURE TO APPLICANTS AND EMPLOYEES
Currently, an employer must provide wage information (a) when an
applicant requests it or (b) before making an offer to an applicant ,
whichever comes first. The bill requires disclosure of benefits as well
and changes when an applicant must receive information to the earlier
of (a) when the applicant requests it or (b) before there is a discussion or
an offer of compensation, if the information has not already been
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disclosed in the position’s public or internal job ad.
Similarly, current law requires employers to provide wage
information (1) upon hiring an employee, ( 2) when an employee
changes positions, and (3) when an employee first requests it. The bill
requires employers to also give a description of benefits when providing
wage information under this provision.
RELATED BILL
sHB 5003, § 51, favorably reported by the Labor and Public
Employees Committee, contains a similar provision regarding wage
range and benefits disclosure on public and internal job advertisements.
COMMITTEE ACTION
Labor and Public Employees Committee
Joint Favorable
Yea 9 Nay 4 (03/12/2026)