“Competitive pay” has been the standard phrase in this state for twenty years, and after October 1 it does not qualify. Connecticut has asked employers to share a wage range when a candidate asks since 2021. Public Act 26-12 moves that disclosure into the posting itself and adds a benefits line, so from October 1 both halves are new to your job ads. A remote hire in another state who reports to a Connecticut office is covered too.
I read the enrolled text of the act rather than the summaries of it, and the kit is written from that text. A few things the summaries miss: the statute says “wages or wage range,” so a fixed-rate role can post a single number. “Good faith” now has a definition, and the things that may inform your range (a pay scale, a prior range for the role, what you pay people in comparable roles, or your budget) are listed, which is exactly what the worksheet walks you through. The benefits line is one plain sentence about what you actually offer, and the kit shows you how to write the honest version.
The kit also carries the October 1 Compliance Check, a Claude Skill that walks the six Connecticut rules taking effect the same day and hands back a verdict on each: ready, not yet, or doesn’t apply.