Effective January 1, 2019, Connecticut employers will no longer be legally allowed to inquire about a candidate’s salary history during the interview process.
Several other states and localities (including Vermont, Massachusetts, Oregon, New York City, and California) have already put similar legislation in place.
It should be noted that the prohibitions do not apply if a prospective employee voluntarily discloses salary history information.
Epstein Becker Green explains that the Act is intended to close the gender pay gap in the state, highlighting a statement from Connecticut Governor Dannel Malloy:
Before signing the Act into law, Governor Malloy stated, “Even as they work harder and harder, the pay gap between men and women who are doing the same job continues to grow – particularly among women of color, and that is completely unacceptable.”
Employers are encouraged to prepare for the salary history ban by notifying those involved in the hiring process about the new restrictions and reviewing employment applications to ensure any request for compensation history is removed.
For more details on the new legislation, please click here.
The information included in this blog post originally appeared in an article from Epstein Becker & Green, P.C. on June 6, 2018, written by Peter M. Stein, Susan Gross Sholinsky, and Carol K. Faherty.