Compensation and Benefits Managers in Connecticut
May 2025 wages · tax year 2026
You keep
$136,785
after federal, FICA and Connecticut tax
Tax takes
$61,185
30.9% of the whole
Worth, in national money
$131,919
Connecticut costs more than average
On that salary you would be around the 25th percentile for this work in Connecticut — roughly, since only five points along the band are published.
One filer, standard deduction, no dependants and nothing paid in before tax — the same household the rest of this page uses, so the comparison holds. City and school-district income taxes are not included.
Median here
$197,970
Kept after tax
$136,785
Worth in national money
$131,919
State rank
2
of 45 states
What this pays, and what it is worth
- Connecticut is one of the better-paying states for this job. The middle earner takes $197,970, which ranks 2 of 45 states with published figures. That is about 32.66% above the national middle.
- Within Connecticut this is well-paid work. Of 482 occupations with published figures in the state, this job ranks 7 — in the top quarter of everything people do there.
- Connecticut is an expensive state, and the adjusted figure shows it. From $197,970 the take-home is $136,785; in national-average money that behaves like $131,919. The average comes to $209,600, above the middle, thanks to the top of the range.
- Connecticut ranks 2 of 45 states publishing a median for compensation and benefits managers, at $197,970 — about 32.66% above the national median. A state's position on nominal pay is the figure wage tables report and the least informative of the three on this page, because it survives neither the tax adjustment nor the price adjustment intact for most occupations.
- Ranked against every occupation Connecticut publishes a median for, compensation and benefits managers sits 7 of 482 — the upper quartile of the state's wage distribution. National standing and within-state standing are separate questions, and a job can occupy very different positions on each.
- Take-home for compensation and benefits managers in Connecticut, on $197,970, is $136,785; deflated by the state's price level, $131,919. ⚠️ The deflator is statewide, so it understates the erosion in the state's metropolitan areas and overstates it outside them. At $209,600 the mean overshoots the median — the usual right-skewed shape.
Compare this career across states
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Pay band: Compensation and Benefits Managers
The state median for this job
| Lowest tenth earn under | $98,380 |
|---|---|
| Half earn under | $197,970 |
| Top tenth earn over | $367,460 |
| This salary | $197,970 |
Positions between the published tenth, quarter, half, three-quarter and ninetieth points are estimated by straight line.
The same pay, somewhere else
The state median for this job
| Take-home in Connecticut | $136,785 |
|---|---|
| Take-home in Texas | $147,414 |
| Once local prices are leveledBEA price parity | +$19,780 |
State income tax and state price levels only. No city income tax, and no housing market.
What you would need there
The state median for this job
| To match take-home only | $183,642 |
|---|---|
| You could take a cut of | −$26,900 |
| Prices in Texas | 97 vs 104 |
State taxes and state price levels only. No city tax, and no housing market.
Sources and assumptions
- A median is the middle, not an offer. Half of compensation and benefits managers in Connecticut earn under $197,970 and half over. The published range runs $98,380 at the tenth percentile to $367,460 at the ninetieth. Experience and employer move an individual a long way inside that.
- One filer, no dependants, no pension contributions — that is the household behind Connecticut's $136,785, worked from $197,970. That is on purpose. It lets states be compared with each other, not with each other's family circumstances. Local city taxes are left out. Locally this work ranks 7 of 482.
- Two cautions on $131,919, the adjusted value of that $197,970 median. It levels out prices with a single number for all of Connecticut. No actual address matches that. The wage figures and price figures are also from different years. Each is published on its own timetable. This work sits at 7 of 482 locally.
- Figures are distribution medians for compensation and benefits managers in Connecticut, not entry or offer rates. The published band runs $98,380 to $367,460; within-state dispersion of that width routinely exceeds the dispersion between states, so tenure, employer and metropolitan area predict an individual's pay better than geography does.
- The Connecticut take-home of $136,785, on $197,970 for work ranking 7 of 482 locally, models the simplest household deliberately: holding it constant is what makes the interstate comparison meaningful. It also means the absolute figure overstates liability for most real filers, and municipal income taxes are outside the model entirely. The occupation ranks 7 of 482 in the state.
- This $131,919 adjusted figure, worked from $197,970, rests on a state-level price parity averaging over within-state dispersion larger than much of the between-state dispersion. Wage and price vintages differ by publication schedule. The result is directionally sound and not address-specific, for work at 7 of 482 in the state. The occupation ranks 7 of 482 locally.
Questions people ask
Is this the average pay for the job?
Half earn more than this and half earn less. The average sits at $209,600 because a long tail of high pay lifts it, so the two answer different questions.
Why is the pay range for this job so wide?
Because one job title covers very different work. The bottom tenth here earn $98,380 and the top tenth $367,460 — experience, employer and specialism separate them, and a single figure hides all three.
Does a bigger number here mean I am better off?
Not on its own. Prices in Connecticut run above the national level, so the same dollars buy less here. Adjusted for that, this pay is worth $131,919 — the wage did not change, only what it covers.
Where does the difference between the wage and my paycheck go?
Into four separate taxes, not one. Federal income tax, Social Security and Medicare apply everywhere, and Connecticut adds its own income tax on top — which is why $136,785 of this wage survives to your account.
Why is this job missing from some states?
The survey withholds small samples rather than publish an unreliable number. Pay appears for 45 states here, and a missing state means too few reports, not no jobs.
How does the published median differ from the mean for this occupation?
The median is the midpoint of the distribution; the mean for this occupation in Connecticut is $209,600. Wage distributions are right-skewed, so the mean exceeds the median wherever a minority earn substantially more. BLS publishes both because substituting one for the other misstates a typical worker's pay.
What drives the percentile dispersion in this occupation?
Dispersion between the tenth percentile ($98,380) and the ninetieth ($367,460) exceeds the family median dispersion. SOC codes aggregate roles differing in seniority, industry and specialisation, and BLS does not disaggregate below the detailed occupation level, so within-title variance is not separable from the published series.
How does the state price level affect real compensation?
Connecticut's regional price parity sits above the national average, so nominal wages overstate purchasing power. Deflating take-home by the state price level gives $131,919 in national-average terms. ⚠️ RPPs are an all-items index; housing parities vary far more widely than the headline figure.
What accounts for the gap between gross wage and take-home here?
Take-home of $136,785 reflects federal income tax, OASDI, Medicare and Connecticut income tax for a single filer with no adjustments. The state layer is levied in addition to the federal one; only its rate and base differ between states.
Why does this occupation lack published estimates in every state?
BLS suppresses estimates failing disclosure or reliability criteria. This occupation has published state-level estimates in 45 of the fifty-one jurisdictions. Suppression reflects sample size and confidentiality rules, and cannot be read as an absence of employment.