Connecticut Overtime Calculator 2026

Preguntas frecuentes

• Does Connecticut have daily overtime like California?

  No. Connecticut follows the federal FLSA standard: overtime is triggered only when total weekly hours exceed 40. There is no daily overtime threshold under Connecticut state law (CGS § 31-76b, as of 2026).

• What is Connecticut's overtime rate?

  1.5× the employee's regular rate of pay for each hour over 40 in the workweek. There is no double-time or triple-time requirement under Connecticut law.

• Who is exempt from Connecticut overtime?

  Exemptions mirror federal FLSA: bona fide executive, administrative, and professional employees paid on a salary basis meeting federal thresholds; outside salespeople; certain agricultural workers; and transportation workers regulated by the U.S. DOT (CGS § 31-58).

• Can my employer give me comp time instead of overtime pay?

  Private-sector employers in Connecticut cannot substitute compensatory time for overtime pay. Comp time in lieu of overtime is only permitted for state and local government employers under specific FLSA provisions.

• How is the 'regular rate' calculated for overtime purposes?

  The regular rate includes all remuneration except specific FLSA exclusions (genuinely discretionary bonuses, gifts, expense reimbursements, overtime premiums already paid). Non-discretionary bonuses must be blended into the regular rate.

• What is the minimum overtime rate in Connecticut for 2026?

  Given Connecticut's $16.94/hr minimum wage (as of Jan 1, 2026), the minimum overtime rate for non-exempt employees earning minimum wage is $25.41/hr (1.5 × $16.94).

• Are tipped workers entitled to overtime in Connecticut?

  Yes. Overtime for tipped employees must be calculated on their full minimum wage ($16.94/hr), not their cash wage floor. The tip credit does not reduce the overtime base rate — a common employer error.

• What if my employer doesn't pay overtime?

  File a wage claim with the Connecticut Department of Labor's Wage and Workplace Standards Division at (860) 263-6790, or bring a private lawsuit. Remedies include back wages, a civil penalty assessed by the Labor Commissioner, and attorney's fees.