Wage and Hour - Minimum Wage and Overtime

An Act Increasing the Minimum Fair Wage - Public Act No. 19-4 for House Bill No. 5004.

Connecticut's Overtime Pay

Each employer shall pay 1-1/2 times the employee's regular rate of pay after 40 hours in the workweek. Overtime pay is due for actual hours worked over 40.


  • No requirement to pay overtime on a daily basis, weekends, or holidays except by agreement.
  • There are some specific exceptions to overtime pay.
    For example:
  • Agricultural employees.
  • Executive, administrative, professional employees as defined by the Labor Commissioner.
  • Any salesman primarily engaged in selling automobiles.
  • Any driver or helper where the U.S. Secretary of Transportation has the power to establish qualifications and minimum hours of service.
  • Any outside salesperson as defined by the Fair Labor Standards Act.

Connecticut's Record-Keeping Requirements

The Administrative Regulations cover all other industries and occupations - Manuals and Publications.


Each employer shall keep at the place of employment for a period of three years a true and accurate time and wage record for each employee. The records shall also show the following:

  • name.
  • home address.
  • occupation.
  • total daily and weekly hours worked showing the beginning and ending time of each work period, computed to the nearest unit of 15 minutes.
  • total hourly, daily, or weekly basic wage.
  • overtime wage as a separate item.
  • addition and deductions from wages each pay period.
  • total wages paid each pay period.
  • working certificates for 16–18-year-old employees.

Please refer to Connecticut General Statutes: 31-58, 31-58a31-5931-6631-76b, 31-76c, 31-76i.

Wage Payment Requirements

Employer to Furnish Certain Information

Each employer shall advise his employees in writing, at the time of hiring, the rate of remuneration hours of employment and wage payment schedules and make available to his employees either in writing or through a posted notice, any employment practices and policies or change therein with regard to wages, vacation pay, sick leave, health and welfare benefits and comparable matters. Connecticut Genral Statute 31-71f.

Payment on Termination

The employer shall pay an employee who voluntarily terminates or is laid off on the next regular payday. If an employee is discharged all wages are due the next business day. Connecticut General Statute 31-71.

Waiver of Payment Schedule Requirement

The Labor Commissioner may, upon application, permit the employer to establish pay days less frequently than weekly.  Connecticut General Statute 31-71i.

Weekly Pay Requirement

Each employer shall pay weekly all moneys due each employee on a regular payday, designated in advance by the employer in cash or negotiable check or upon the employee's written request, by credit to such employee's bank account.  Connecticut General Statue 31-71b.

Withholding of Wages

No employer may withhold or divert any portion of an employee's wages unless required or empowered by state or federal law, the employer has written authorization from the employee on a form approved by the Labor Commissioner, or for a medical premium or retirement plan. Connecticut General Statutes 31-70, 31-71e.

Civil Penalties

Civil Penalties for Wage Violations 

Sec. 31-71h-1. Definitions, Sec. 31-71h-2. Assessment of civil penalty, Sec. 31-71h-3. Notice of violation, Sec. 31-71h-4. Request for hearing, Sec. 31-71h-5. Show cause hearing, Sec. 31-71h-6. Determination of penalty

Exempt/Non-Exempt Employees, Salary Test

Exempt/Non-Exempt Employees for the Purposes of Wage and Hour Laws 

The laws that cover issues of exempt and non-exempt status of salaried employees. 

Salary Test for Determining Exempt/Non-Exempt Status of Employees 

Salary basis means a predetermined amount paid for each pay period on a weekly or less frequent basis, regardless of the number of days or hours worked, which amount is not subject to reduction because of variations in the quality or quantity of the work performed, and which amount has been the subject of an employer advisement as required by statute.