(650) 332-8623Connecticut Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
In this article, we’ll dive deep into Connecticut’s labor laws, with details on all the important aspects of the state’s regulations on your employees.
What’s New in 2025?
Connecticut Meals and Breaks
30 MinutesFor Lunch Breaks
In Connecticut, employees who work seven and a half consecutive hours or more are entitled to a meal period of at least 30 minutes.
10 MinutesFor Rest Breaks
Breaks generally occur after the first two hours and before the last two hours of work and should be paid for.
Connecticut Leave and Paid Time Off (PTO)
The Connecticut Family & Medical Leave Act helps eligible employees who need to take job-protected leave to care for themselves or their family members for medical reasons, including the following:
- Birth of a child
- Care for a child within the first year after birth
- Placement of a child for foster care or adoption
- Employee’s or employee’s family member’s serious health condition
- Organ or bone marrow donation
- Care for a child, spouse, parent, or next of kin with a serious illness or injury incurred from active duty in the armed forces
Beginning January 1, 2025, public and private employers and manufacturers in Connecticut with 25 to 49 employees must provide paid sick leave to employees. The change to the Connecticut Paid Sick Leave Law will give one hour of paid sick leave for every 30 hours worked.
Connecticut law does not require employers to provide vacation days to employees. However, employers can choose to offer them based on their company policies and employment contracts.
Connecticut laws require employers to excuse employees summoned for jury service. Employees cannot be disciplined or dismissed for responding to a jury summon. Full-time employees must also be paid their regular wages for the first five days of jury service.
Employers are not required to provide voting leave. However, employees should not be prohibited from taking time off to vote.
Employers in Connecticut are not required to provide paid or unpaid bereavement leave to employees. However, they can choose to offer this leave according to their company policies.
Employees who are victims of family violence or sexual assault have up to 12 days during any calendar year to seek medical or psychological care, obtain services from victim services organizations, participate in criminal or civil proceedings, or relocate because of sexual assault or family violence.
Connecticut employers must provide leave to employees who are emergency responders, ambulance drivers, and volunteer firefighters. They should not be discriminated against or discharged when late or must leave work during their shift to respond to an emergency.
Connecticut employers must provide military leave to employees when they are called to duty. Their pay and benefits may not be reduced while they are on leave.
Connecticut Wages and Overtime
$16.35 /hourMinimum Wage
Beginning January 1, 2025, Connecticut’s minimum wage will increase to $16.35 per hour from the current rate of $15.69 per hour. The 4.2% increase will provide an extra $26.40 a week to minimum-wage workers with a 40-hour workweek.
1.5x HourlyOvertime Rate
In Connecticut, non-exempt employees are entitled to overtime pay at 1.5 times their regular rate of pay for hours worked beyond a 40-hour workweek.
$6.38+ /hourTipped Minimum Wage
In Connecticut, the minimum wage for tipped workers, including restaurant waiters, is $6.38. Meanwhile, bartenders are eligible for a tipped minimum wage of $8.23.
2x MonthlyPay Frequency
Employers in Connecticut must pay their employees regularly on a bi-weekly basis.
The state’s hourly minimum wage will increase to $16.35 beginning January 1, 2025, making it the fifth highest hourly minimum wage in the country.
Some employees are considered exempt from the state’s minimum wage requirements, which include the following:
- Salaried professional, administrative, and executive employees earning more than 2x the minimum wage
- Outside sales representatives
- Federal government employees
- Members of Connecticut’s armed forces on military duty
- Resident assistants and head residents at colleges and universities
- Employees in private homes providing domestic services
- Babysitters
- Non-profit organization volunteers
- Non-profit theater employees
- Agricultural employees
- Drivers and helpers
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CT Prevailing Wages
$20.70Traffic Control Signalman
The prevailing wage rate for a Traffic Control Signalman in Connecticut is $20.70 per hour, with a total hourly benefit of $27.26.
$64.01Elevator Mechanic
The prevailing wage rate for an elevator mechanic with a trade license in Connecticut is $64.01 per hour.
In Connecticut, prevailing wage laws play a crucial role in protecting the earnings of workers involved in public works projects. These laws stipulate that workers on state-funded construction projects are paid wages comparable to the local rates for similar jobs.
Contractors and subcontractors engaged in public works must comply with these standards, which cover hourly wages as well as benefits. Compliance ensures that the competitive bidding process for public contracts does not drive down workers’ pay.
Employers can access resources provided by the Connecticut Department of Labor to stay updated on fluctuating prevailing wage rates. These resources offer detailed current wage determinations, enabling employers to budget appropriately for projects and maintain compliance with state law.
Connecticut Prevailing Wage Resource
CT Child Labor Laws
14 – 15 Years
Laws in Connecticut for children 14 and 15 years
In Connecticut, 14- and 15-year-olds can work in the following permitted occupations:
- Acting
- Agriculture
- Hospitals and convalescent homes (but not in laundry or food service)
- Motels and hotels (except food service and laundry duties)
- Professional offices
- Banks and insurance companies
- Municipality (recreation department, library, etc.)
- Licensed summer camps
- Street trades (babysitting, shoe shining, newspaper delivery, etc.)
- Household chores for private homes
Moreover, 15-year-olds can work at mercantile establishments as store clerks, cashiers, or baggers.
Minors who are 14 and 15 years old can only be employed during school vacation, which means school should not be in session for at least five consecutive days.
They should work no more than eight hours a day and 40 hours a week. Their work schedules should also be between 7 a.m. and 7 p.m. only.
16 – 17 Years
Laws in Connecticut for children 16 and 17 years
Minors 16 and 17 years old who have not graduated from high school and work in retail, manufacturing, recreation, restaurant, theater, and amusement can work eight to nine hours per day and up to six days per week.
Other Essential Connecticut Labor Laws
Health and Safety Standards in Connecticut
Businesses in Connecticut are required to comply with both federal OSHA standards and state-specific safety regulations, ensuring a safe working environment for all employees.
In Connecticut, employers must…
- Identify and mitigate workplace hazards.
- Provide necessary safety training.
- Maintain records of any workplace injuries or illnesses.
In Connecticut, employees should…
- Comply with all OSHA standards, rules, and regulations.
- Report any OSHA violations without fear of retaliation or discrimination.
- File a complaint with the Connecticut Department of Labor to request and schedule an inspection if they believe their workplace is not safe.
Report health and safety violations (unsafe working conditions) in Connecticut to…
- Employees (public sector): CONN-OSHA Online Complaint Form
- Employees (private sector): Safety and Health Complaint
- Employers: CONN-OSHA
Hiring/Firing Employees in Connecticut
Connecticut is an at-will employment state. Employers or employees can end the employment relationship at any time and for any reason, as long as it is not illegal.
Connecticut does not have specific “right-to-work” laws, typically associated with union membership and dues; rather, it allows for agreements requiring union membership as a condition of employment.
Background checks in Connecticut are permissible, but they must be conducted per the Fair Credit Reporting Act (FCRA) and state privacy laws.
Employers who wish to perform drug testing should be aware of the state’s detailed regulations in this area, ensuring tests are carried out legally and fairly.
The Connecticut Fair Employment Practices Act (CFEPA) extends protections against discrimination and underscores the state’s commitment to equal employment opportunities. Employers must familiarize themselves with these laws to create a workplace culture that not only complies with legal standards but also promotes diversity and inclusivity.
Anti-Discrimination Laws in Connecticut
In Connecticut, hiring practices are governed by a framework that ensures equitable and non-discriminatory treatment of job applicants. Employers should align their job postings, interview processes, and hiring decisions with state and federal laws.
Connecticut labor laws mandate transparency in job advertisements and clarity in the qualifications and requirements for job positions. Anti-discrimination laws are rigorously enforced.
Employers in Connecticut may not discriminate against job applicants based on…
- Race
- Color
- Religious creed
- Age
- Sex
- Marital status
- National origin
- Ancestry
- Present or past history of mental disability
- Intellectual, physical, or learning disability
Employee Resignation or Termination in Connecticut
Under Connecticut labor laws, terminations can generally occur at the discretion of the employer due to the state’s adherence to the at-will employment doctrine, meaning that an employee can be dismissed for any reason that is not illegal, such as discrimination, and without notice unless otherwise stipulated by their contracts.
Notice for resignation is not legally required but is considered a professional courtesy.
Compliance with these guidelines is essential to avoid disputes and potential legal challenges. Connecticut labor laws are applied in the context of termination and resignation to balance the needs of the business with the rights of workers, ensuring a fair separation process for all parties involved.
Unemployment Benefits in Connecticut
Workers in Connecticut are eligible for unemployment benefits if they…
- Have earned wages in the 12 the 18 months before the filing of the claim
- Were laid off from work, had your working hours reduced, or left your last employment for good reason (e.g., unsafe working conditions)
- Are unemployed because you or your child were a victim of stalking, sexual assault, or domestic violence
- Are actively looking for and able to accept new work
- Are physically and mentally able to work
- Are legally authorized to work in the U.S.
Use this website to start your application for unemployment benefits in Connecticut:
CT Department of Labor Unemployment Benefits and Claim Services
COBRA Benefits in Connecticut
Separated employees in Connecticut may extend employer-provided health care coverage through COBRA, which stipulates…
- A qualifying event must occur, and the employee must be a qualified beneficiary for that event.
- Qualifying events for covered employees include reduction of hours of employment and termination of employment for any reason other than gross misconduct.
Final Paychecks in Connecticut
Separated employees in Connecticut must receive their final paychecks…
- By the next business day following a termination.
- While severance pay is not mandated by Connecticut law, it may be required by company policy or employment contract.
- Employees who quit their jobs are not entitled to final paychecks until their next scheduled pay date.
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CT Recordkeeping Requirements
Employers must meet the following record-keeping requirements:
1 Year
Employers must retain these documents for at least one year:
- Personnel files
2 Years
Employers must retain these documents for at least two years:
- Timecards
- Wage-rate tables
- Wage addition or deduction records
- Shipping and billing records
- Collective bargaining agreements
- Job evaluations
- Seniority and merit systems
3 Years
Employers must retain these documents for at least three years:
- Payroll records
- Employment contracts
- Collective bargaining agreements
- Certificates
- Agreements
- Notices
- Sales and purchase records
- Completed I-9s
Penalties for Labor Law Noncompliance in Connecticut
Up to $5,000Wage Violations
Employers can be charged with a class D felony for breaking wage laws in Connecticut. The penalties for each offense vary depending on the amount of unpaid wages owed to the employee, but can top out at $5,000 for egregious violations.
Up to $50Filing / Registration Penalties
Connecticut imposes a variety of low-level monetary penalties on businesses that fail to file timely documents and paperwork. These fees generally top out at $50 for improper business registration filings.
In Connecticut, labor law violations are investigated and addressed by…
Further Details on Other Connecticut Labor Laws
Connecticut labor laws encompass a wide range of statutes designed to protect both employers and employees. Beyond the foundational elements such as wages, breaks, and hiring practices, there are additional regulations that warrant attention.
- State-Specific Regulations: Connecticut has unique labor laws that may not align with federal standards, requiring businesses to pay close attention to state guidelines.
- Labor Unions: Understanding the regulations surrounding labor unions in Connecticut is critical, as they can significantly influence workplace policies and employee relations.
- Collective Bargaining: The state has specific laws regarding collective bargaining processes, which employers and unions must adhere to.
- Special Provisions for Certain Industries: Certain sectors, such as construction or hospitality, may have additional labor laws that apply specifically to them.
- Updates and Changes: Keeping abreast of the latest updates to Connecticut labor laws is essential for maintaining compliance and avoiding penalties.
- State Resources and Support: Connecticut offers various resources and support services to help businesses understand and implement labor laws.
- Training and Education Requirements: There may be mandatory training or education requirements for employees in specific roles or industries.
- Public Sector Employees: There are distinctive regulations for public sector employees that may differ from those in the private sector.
Business owners are encouraged to utilize the state’s resources or consult with legal professionals to ensure they fully comply with all Connecticut labor laws. It’s not only about adhering to the law but also about fostering a fair and equitable work environment that benefits everyone.
Final Thoughts
Following these rules isn’t just about avoiding legal trouble; it’s about running a fair and safe business. It’s up to employers to implement this knowledge and keep up with any changes in the law. When in doubt, it’s always wise to get advice from a lawyer to ensure you’re on the right track. Staying on top of these laws is critical to a smooth-running business and a happy workforce.
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Workyard helps you stay compliant with labor laws. Find out about specific state labor laws that apply to employees hours and payroll records:
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The minimum wage in Connecticut will increase to $16.35 per hour on January 1, 2025. This change marks a rise from the current rate of $15.69 per hour, which reflects a 4.2% increase based on the U.S. Department of Labor’s employment cost index.
Yes, Connecticut is an at-will employment state. This means that employers in Connecticut have the right to terminate employees at any time, for almost any reason, or even for no reason at all, as long as the termination does not violate specific laws or contractual obligations.
Key Points About At-Will Employment in Connecticut
Termination Reasons: Employers are not required to provide a reason for termination. However, they cannot fire employees for illegal reasons, such as discrimination based on protected characteristics (e.g., race, gender, age) or retaliation for engaging in protected activities (e.g., whistleblowing).
Exceptions to At-Will Employment:
- Discrimination: Terminations based on an employee’s membership in a protected class are illegal.
- Retaliation: Employees cannot be fired for asserting their rights under employment laws, such as filing a workers’ compensation claim or reporting illegal activities.
- Contractual Obligations: If an employee has a contract that specifies the terms of their employment or termination, those terms must be followed.
Implications for Employees: While at-will employment provides flexibility for employers, it also means that employees can be terminated with little notice. However, employees have rights against wrongful termination and can seek legal recourse if they believe their firing was unlawful.
In Connecticut, the law requires employers to provide a 30-minute meal break for employees who work 7.5 hours or more consecutively in a single shift. This meal break must be given after the first two hours of work and before the last two hours of the shift.
In Connecticut, PTO (Paid Time Off) is not legally required for employers to provide. However, there are specific regulations regarding paid sick leave that employers must adhere to, particularly for larger businesses.
