The proposed bill would expand on existing pay transparency requirements.
On January 12, 2023, Representative Amy Morrin Bello, 28th District, introduced Proposed H.B. 5243 “An Act Concerning the Disclosure of Salary Ranges in Job Postings” to the Connecticut legislature. The proposed bill will “require employers to disclose salary ranges in all job postings.”
History
H.B. 5243 will expand the original pay transparency law, passed in January 2019, which was intended to promote equality in pay and shrink the wage gap. This law prohibited entities with one or more employees from using a third party to inquire about an applicant’s wage or salary history. If an applicant voluntarily disclosed salary information, a company could not verify the information.
On June 7, 2021, the Governor signed H.B. 6380, “An Act Concerning the Disclosure of Salary Range for a Vacant Position” which updated the existing law. H.B. 6380, aka Public Act 21-30 [FAQs] covered all employers “within the state using the services of one or more employees for pay.” The law requires an employer to provide wage range information to an applicant upon the applicant’s request or prior to or at the time the applicant is made an offer of compensation.
Although Connecticut already had a robust pay transparency law, this new legislation would expand it to include pay disclosure in all job postings. This would follow other states, including California, Colorado, New York, and Washington, as well as cities such as Jersey City, NJ, and several cities in New York.
Systems should be set up to ensure that all job postings include the salary range for which the position is to be paid.
For clients who wish to take preventive measures to evaluate their pay practices, OutSolve’s Pay Equity Analysis Services are available. Additional information on OutSolve’s Pay Equity Analysis or other compliance services may be obtained at info@outsolve.com or by calling 888-414-2410.