Attorney
What Employers and Employees Need to Know
Wage and hour laws in Connecticut establish the guidelines for how employers compensate workers and manage work hours. These rules aim to promote fairness, prevent abuse, and clarify the rights and responsibilities of both parties in the employment relationship.
Whether you’re managing a business or working full-time in Connecticut, understanding these laws can help you avoid costly disputes and ensure a legally compliant workplace. This post highlights the key rules related to maximum working hours, breaks, overtime, and employer obligations.
CT Labor Laws: Maximum Hours Per Day and Workweek Limits
In Connecticut, there is no blanket rule limiting the number of hours an adult employee can work in a single day. Employers are generally allowed to schedule shifts as needed, provided they comply with other state and federal labor laws.
However, certain industries and occupations have specific limitations. For example, employees in manufacturing may be subject to restrictions on consecutive workdays or weekly hours, especially when public health or safety is a factor. In healthcare settings, on-call or mandatory overtime policies may be in effect.
Even if there is no daily cap, employers must still monitor total weekly hours. Any hours worked beyond 40 in a workweek are subject to Connecticut’s overtime laws. Failing to account for this threshold can lead to wage claims and legal liability.
Minimum Wage Requirements in Connecticut
Connecticut has one of the highest minimum wage rates in the country. As of January 1, 2025, the state minimum wage is $16.35 per hour. Employers must ensure that all non-exempt employees are paid at or above this rate, with the following considerations:
- Tipped employees may be paid a lower base wage if their tips bring their total earnings to the full minimum wage.
- Youth workers or certain trainees may be eligible for exceptions under limited circumstances.
- Local municipalities must still adhere to state rules, unless additional ordinances apply.
Failure to comply with minimum wage laws can result in wage claims, penalties, and back pay requirements.
CT Labor Laws on Breaks and Meal Periods
Connecticut law requires that employees who work seven and a half hours or more consecutively receive a 30-minute meal break. This break must be provided sometime after the first two hours and before the last two hours of a shift. It is not required to be paid unless the employee is required to work during the break.
There are a few exceptions. If the nature of the work prevents relief or if a valid collective bargaining agreement is in place, the requirement may not apply. Employers must exercise caution when relying on these exceptions and should document their reasons for any deviation.
Shorter rest breaks, such as coffee or bathroom breaks, are not mandated under Connecticut law, but they may be included as part of a company’s policy. If offered, breaks under 20 minutes are typically considered paid time.
Connecticut Overtime Laws: Who Qualifies and How It’s Calculated
Overtime rules in Connecticut are clear for most hourly employees. Non-exempt workers must be paid at one and one-half times their regular hourly rate for all hours worked over 40 in a single workweek.
Some employees are exempt from overtime under both state and federal law. These include salaried workers in executive, administrative, and professional roles, as well as certain outside salespeople. Misclassifying employees as exempt when they do not meet the criteria is a common issue that can trigger wage claims and audits.
Employers should also be aware that certain activities (e.g., required pre-shift meetings or off-the-clock communication) may be considered compensable time. Regular reviews of timekeeping procedures can help ensure that all work is accurately recorded and paid.
Staying Compliant with Connecticut Labor Laws
The Connecticut Department of Labor (CTDOL) has the authority to investigate wage complaints, conduct audits, and enforce compliance with labor laws. Penalties for violations can include back wages, interest, civil fines, and double damages in some cases.
For employers, staying compliant means more than just following the law. It involves maintaining accurate time records, properly classifying employees, and consistently applying payroll practices to ensure accuracy. Discrepancies between company policies and actual practices often lead to enforcement actions.
Recommended employer practices include:
- Clear written policies for breaks, overtime, and time tracking
- Regular training for managers on labor law compliance
- Internal audits of payroll and classification records
- Prompt response to employee questions or concerns about pay
How a Connecticut Labor Law Attorney Can Help
Whether you’re an employer working to stay compliant or an employee with concerns about unpaid wages, working with experienced legal counsel can make a difference. At Mitchell, Sheahan & Slippen, P.C., we help businesses across Connecticut understand and apply wage and hour laws with confidence.
Our attorneys assist with:
- Compliance reviews and internal audits
- Representation during Department of Labor investigations
- Defense against wage and hour claims and lawsuits
- Guidance on worker classification, timekeeping, and payroll policies
We take a proactive approach, helping clients reduce risk while building fair and legally sound workplaces.
Talk to a Connecticut Wage and Hour Attorney Today
Connecticut’s wage and hour laws are detailed, and even well-meaning employers can face legal trouble when rules are misunderstood or inconsistently applied. If you need help interpreting the law, defending a wage claim, or improving your compliance program, we’re ready to assist. Contact Mitchell, Sheahan & Slippen today to schedule a consultation.