Why Choose Us?
- 5-star client satisfaction
- Decades of combined employment law experience
- Proven results defending wage and hour and retaliation claims
- Personalized support for employers throughout the process
- Free, confidential consultations
How We Help Employers Respond to Unpaid Overtime Claims
Unpaid overtime defense attorneys help employers evaluate the claim, determine legal exposure, and build a strategy that protects the business. The process begins by reviewing pay practices, job duties, schedules, and classification decisions.
When you work with Mitchell, Sheahan & Slippen, P.C., our team will:
- Assess your pay policies and employee time records
- Investigate the circumstances that led to the claim
- Advise you on your obligations under Connecticut and federal overtime laws
- Communicate with the employee or their attorney to narrow disputes
- Negotiate resolutions to limit disruption and financial impact
- Defend your company before state or federal agencies and in litigation
What Are Connecticut’s Overtime Laws?
Connecticut wage laws and the Fair Labor Standards Act (FLSA) require employers to pay eligible employees one and a half times their regular hourly rate for all hours worked over 40 in a workweek. Employers must maintain accurate timekeeping systems, classify employees correctly, and ensure pay practices align with statutory requirements.
In 2025, the minimum wage in Connecticut is $16.35 per hour, which results in an overtime rate of $24.53 per hour. Employers must calculate overtime based on all hours worked, including certain bonuses and incentive payments.
Common Issues Leading to Overtime Disputes
Employers may face overtime complaints due to:
- Miscalculating the regular rate of pay
- Failing to compensate for off-the-clock work
- Having employees work through unpaid breaks
- Providing straight time for overtime hours
- Shifting hours into different workweeks
- Misclassification of exempt and nonexempt roles
A proactive audit can help identify exposure before a complaint is filed.
Who Is Exempt From Overtime Pay in Connecticut?
Some employees are exempt from overtime under federal and state law. These exemptions apply only when specific salary and duty requirements are met. Employers must evaluate both compensation and job responsibilities to determine exemption status.
Common exempt categories include:
- Certain executive, administrative, and professional employees
- Agricultural workers
- Automobile salespeople are primarily engaged in vehicle sales
- Drivers and helpers covered by federal transportation rules
- Outside salespeople, as defined by FLSA
Misclassification is one of the most common reasons employers face overtime claims. Regular reviews of employee job duties can help ensure compliance.
What Damages Can an Employee Seek in an Unpaid Overtime Claim?
If an employee prevails in an unpaid overtime case, Connecticut and federal law allow recovery of unpaid wages for up to two years, or up to three years if the employer acted willfully. Employers may also face additional monetary exposure depending on the facts of the case.
Potential damages include:
- Unpaid overtime wages
- Liquidated damages
- Attorneys’ fees and costs
Federal law presumes liquidated damages unless an employer shows good faith and reasonable grounds for its actions. Connecticut law requires a showing of reckless conduct to obtain similar damages.
Statute of Limitations for Unpaid Overtime in Connecticut
Unpaid overtime claims must typically be filed within two years. If the employee alleges willful or reckless conduct, the limitations period can extend to three years. Employers benefit from early response strategies, thorough documentation, and prompt investigation when a complaint is received.
Contact Our Fairfield County Unpaid Overtime Defense Attorneys
Employers deserve reliable guidance when facing wage and hour concerns. If your business is responding to an unpaid overtime claim or needs help reviewing its pay practices, contact Mitchell, Sheahan & Slippen, P.C. Our team assists employers throughout Fairfield County with proactive compliance and effective defense strategies. Contact us today.
FAQs
How should employers respond when an employee claims unpaid overtime?
Gather relevant time records, review classification decisions, and contact counsel to evaluate legal exposure before communicating with the employee.
Can an employer discipline a worker who files an overtime complaint?
Employers cannot retaliate against employees for raising wage and hour issues. However, legitimate performance or conduct issues may still be addressed when properly documented.
What steps can employers take to prevent unpaid overtime claims?
Use accurate timekeeping systems, conduct regular classification audits, train supervisors on overtime rules, and document all hours worked.