Connecticut's pay posting deadline is approaching. Your templates are not ready.

Connecticut is among a growing list of states requiring wage ranges in every job posting, with requirements that may also include a general description of benefits. If you post a role after the law's effective date without the required elements, that posting is a violation, not a technical gap you can fix retroactively. As Garcia Zamor noted in August, employers who skip this step are building legal exposure into their hiring pipeline with every posting they publish.

The posting template that nobody owns is the failure mode. Most companies at 20 to 200 people have three or four versions of a job description format floating across a shared drive, an ATS, and someone's desktop. One person wrote the original; nobody updated it when the company moved into a new state. That is the document that goes live the morning after a deadline passes.

Every job posting you publish in a covered state after the applicable deadline without a documented wage range is a compliance violation, not a draft in progress.

What the requirement actually covers

A wage range means a good-faith minimum and maximum for the role, grounded in what you would actually pay. Depending on the state, a general benefits description may also be required, covering health coverage, paid leave, retirement, and any other material compensation. Vague language about "competitive pay" does not satisfy the requirement. The range has to reflect your actual pay band for that position, which means you need documented bands before you can write a compliant posting.

That second dependency is where companies get stuck. If your comp architecture is informal, you cannot produce a good-faith range. You are not ready to post compliantly, and you may not know it yet. Confirm the specific requirements and effective dates for Connecticut and any other states where you hire with employment counsel, and track state-level posting requirements carefully when you are hiring across multiple jurisdictions and the rules differ by state.

The audit you need to run this week

Pull every job posting template your company uses. Check whether it contains a wage range field and, where required, a benefits field. If either field is missing, add it. If the field exists but is blank by default, that is the same problem. Then check whether your comp bands for open roles are documented well enough to produce a real number, not a placeholder.

If you hire in Connecticut and also post roles visible to Connecticut applicants, the state's posting requirements apply to you regardless of where your headquarters sits. Confirm that with employment counsel for your specific situation, but do not assume geography protects you.

Run that template audit before the end of this week, not the week before the deadline. If you find the comp band documentation is missing, that is a longer fix and you need the lead time. Book a 45-minute working session with People Partners at peoplepartners.ai/contact.