Connecticut Employment Law — full calculator

Frequently Asked Questions

• What are Connecticut's overtime rules?

  Connecticut follows the federal FLSA standard: employees earn 1.5× their regular rate for hours worked beyond 40 in a workweek (CGS § 31-76b, as of 2026). There is no daily overtime rule — unlike California, working long hours in a single day does not trigger overtime unless weekly hours exceed 40.

• When must Connecticut employers issue a final paycheck?

  It depends on how employment ended. If an employee is fired or discharged, all wages must be paid by the next business day (CGS § 31-71). If the employee quit or was laid off, wages are due on the next regular payday.

• Are non-compete agreements enforceable in Connecticut?

  Connecticut applies a common-law reasonableness standard to non-compete agreements. A 2025 bill (HB 7196) that would have imposed salary thresholds and duration caps did not pass into law. For physicians, CGS § 20-14p imposes specific restrictions.

• Does Connecticut require meal breaks?

  Yes. Connecticut (CGS § 31-51ii) requires a 30-minute unpaid meal break for any shift of 7½ or more consecutive hours. The break must be scheduled no earlier than 2 hours into the shift and no later than 2 hours before the shift ends. Federal FLSA law has no meal-break requirement.

• Does Connecticut have a paid sick leave law?

  Yes. Effective January 1, 2026, Connecticut (CGS § 31-57r) requires employers with 11 or more employees to provide paid sick leave at a rate of 1 hour per 30 hours worked, up to 40 hours per year, with a 40-hour carryover allowance.

• What is Connecticut's minimum wage in 2026?

  Connecticut's minimum wage is $16.94 per hour as of January 1, 2026 — more than double the federal $7.25/hr floor. The rate adjusts annually based on the federal employment cost index.

• What is the minimum wage for tipped workers in Connecticut?

  As of January 1, 2026, tipped service employees (hotel/restaurant) must receive at least $6.38/hr in cash wages, and bartenders at least $8.23/hr. If tips do not bring total compensation to $16.94/hr, the employer must make up the difference.

• What penalty applies if a Connecticut employer misses the final paycheck deadline?

  The Connecticut Labor Commissioner may assess a civil penalty of $300 per affected employee (CGS § 31-69). Employees may also pursue a private lawsuit to recover unpaid wages.

• Which employees are exempt from Connecticut overtime?

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

• How does Connecticut sick leave carryover work?

  Up to 40 hours of unused paid sick leave carry over to the next benefit year. Alternatively, an employer may frontload 40 hours at the start of the benefit year, in which case no carryover is required.