State Labor Law Guide

Connecticut
Labor Laws

What workers in Connecticut need to know about minimum wage, overtime, breaks, and their rights when an employer has not paid them fairly.

CT CONNECTICUT
$16.94
Minimum Wage
$25.41
Overtime Rate
No
Mandated Breaks
2 YRS
Claim Deadline
STATE
Governing Law

Minimum Wage & Overtime CT STATE LAW

Connecticut sets its own minimum wage, and it is indexed each year to the federal Employment Cost Index. Effective January 1, 2026, the minimum wage in Connecticut is $16.94 per hour, up from $16.35 in 2025. Connecticut's Department of Labor announces any adjustment by October 15 of each year, with the new rate taking effect the following January 1, so the figure is reviewed annually rather than fixed. Tipped employees may be paid a lower base wage, but only if those tips bring the total hourly rate up to $16.94. When they do not, the employer is required to make up the difference.

Connecticut does not have a separate state overtime statute beyond what the Connecticut Minimum Wage Act and the federal FLSA already require, and there are no additional municipal rules layered on top. Overtime is calculated on a weekly basis at 1.5 times the regular rate for hours worked beyond 40, which puts the overtime rate at $25.41 at Connecticut's current minimum wage. Working long hours on a single day does not trigger overtime unless total hours for the entire week exceed 40. The workweek can be any fixed recurring period of seven consecutive days.

Exempt Employees: Workers classified as executive, administrative, or professional under the Connecticut Minimum Wage Act and the FLSA are not entitled to overtime. That classification depends on actual job duties and salary level, not job title alone.

Meal & Rest Breaks NO MANDATE

Unlike some neighboring states, Connecticut's wage laws do not require employers to give adult employees a break during the workday. The Connecticut Minimum Wage Act and the federal FLSA both leave meal and rest breaks largely up to the employer.

When an employer does choose to provide a short break of 20 minutes or less, federal law generally requires that time to be paid. A meal period of 30 minutes or more is typically unpaid, provided the employee is fully relieved of duties for the entire period.

Employee Misclassification COMMON VIOLATION

Some Connecticut employers label workers as independent contractors or exempt employees to avoid paying overtime. What your job title says alone does not determine the legal classification. What matters is the actual working relationship and the day-to-day duties of the job.

Filing a Claim 2 YEARS WINDOW

Connecticut workers generally have a two-year time limit to file claims for unpaid overtime and minimum wage violations under the Connecticut Minimum Wage Act and the FLSA. When an employer's violation was willful, meaning they knew about it or it was done on purpose, that limit extends to three years.

Important: The clock for the time limit starts from the date the wages should have been paid, not the date the worker discovered the violation. Waiting too long can mean that your case is no longer valid, or that the amount of money you're able to recover gets smaller as time goes by.

This article is provided for informational and educational purposes only and does not constitute legal advice. Reading this content does not create an attorney-client relationship with Josephson Dunlap LLP. Wage and hour laws vary by state, and the application of these laws depends on the specific facts of each situation. The figures and statistics cited above are current as of the date of publication and are subject to change. Prior results in other matters do not guarantee or predict a similar outcome in any future matter. If you believe your wages were not paid correctly, consult a qualified, licensed, employment attorney.

Think You May Be Owed Back Wages?

Josephson Dunlap reviews wage claims for Connecticut workers at no cost. There is no fee unless wages are recovered. A case manager will go through your situation and tell you where you stand.