G&C Glover & Co.
Connecticut employers · Free checklist

Every job posting in Connecticut changes on October 1.

Until now, Connecticut has only required sharing the wage range when a candidate asks, or by the time of an offer. Public Act 26-12 moves it into the posting itself: from October 1, every posting — internal or external — must carry the range and a description of benefits and other compensation. No small-business exception. Postings live on October 1 must comply on October 1.

  • iEvery employer is covered. One employee in Connecticut is enough.
  • iiInternal postings count. Promotions and transfers need the same disclosures.
  • iii"Competitive pay" won't qualify. Real numbers, set in good faith.

The checklist is by Erin Glover, SHRM-SCP — a Connecticut HR director with thirteen years in-house, now advising owner-run businesses across the state.

Free · One page · Ten steps

The Pre-October Checklist

Ten steps, in order, from "inventory your postings" to "file your good-faith records." Most businesses finish in an afternoon.

You'll get the checklist immediately, plus a short series on getting ready for October 1. Unsubscribe anytime — I only write when it's useful.

What the ten steps cover.

iFinding every posting you forgot was live — including the internal ones
iiBuilding a wage range that holds up as good faith
iiiThe check most owners skip: your own team's pay against your new ranges
ivWriting a benefits summary that's honest and compliant
vBriefing whoever hires — the three rules that keep you out of trouble
viThe records that become your evidence if a range is ever questioned

Want the templates that do the work for you? See the CT Pay Transparency Kit — $79.