Connecticut Overtime & Paycheck Calculator
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Visual Pay Composition Breakdown
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Connecticut Statutory Wage & Overtime Authority
Statutory Legal Citation: C.G.S. § 31-58
Connecticut statutory minimum wage is $15.69/hr. Overtime is paid at 1.5x regular rate for hours worked over 40 per workweek.
Employee Statutory Rights (CT)
- ✓ Statutory minimum wage of $15.69/hr.
- ✓ 30-minute meal break for shifts of 7.5 consecutive hours.
- ✓ Paid sick leave for service workers under C.G.S. § 31-57r.
Employer Mandatory Obligations (CT)
- § Pay hotel and restaurant tipped staff statutory direct minimum wage.
- § Maintain payroll records for at least 3 years.
- § Provide weekly or biweekly paystubs with itemized hours and rates.
Connecticut Statutory Wage & Overtime FAQs
What is the minimum wage in Connecticut for 2026? ↓
Under statutory citation C.G.S. § 31-58, the 2026 minimum wage in Connecticut is $15.69 per hour. Employers paying below this baseline face Department of Labor back-pay audits and statutory interest penalties.
Does Connecticut mandate daily overtime pay? ↓
Connecticut follows the standard federal FLSA rule (Title 29 U.S.C. § 207). Overtime is calculated weekly for hours exceeding 40 hours in a 7-day workweek with no daily cap.
Can employers in Connecticut take a tip credit against wage rates? ↓
Connecticut permits employers to claim a maximum tip credit of $9.31/hr against tipped staff, requiring a minimum direct cash wage of $6.38/hr.
Common Connecticut Payroll Compliance Traps & Audit Penalties
Improper tip credit claims in non-restaurant industries.
Failing to provide mandatory 30-minute meal break after 2 hours of work.
Misclassifying computer employees.
Did Your Employer Violate Connecticut Labor Law?
30-Second Diagnostic • Sourced from C.G.S. § 31-58
Based on Connecticut labor code standards (C.G.S. § 31-58), your responses indicate potential statutory wage violations.
Never Miss an Overtime Dollar or Statutory Rate Update
Set weekly payday audit reminders & Connecticut labor code alert updates
Add a recurring Friday payday paystub audit reminder directly to your phone calendar.
Employer Statutory Violation & Penalty Risk Audit
Department of Labor & State Compliance Fine Exposure in Connecticut
Under FLSA § 216(b), mandatory double back pay is assessed for unpaid overtime.
1 hour regular rate premium pay per workday missed under state law.
Waiting time statutory penalties for delayed final paycheck settlement.
Automate state-specific overtime thresholds, tip credits, and meal breaks with Gusto Payroll & multi-state compliance partners.
FLSA & CT Overtime Exemption Checklist
Determine if an employee is legally exempt from overtime under state and federal law
Earns at least $844/week ($43,888/yr federal minimum) or state higher threshold (e.g. CA $66,560/yr).
Primary duty involves managing business operations, directing 2+ staff, or exercising independent judgment.
Receives a predetermined, non-deductible salary regardless of quality or quantity of weekly work.
Managing payroll or shift workers in Connecticut?
Avoid Department of Labor non-compliance fines. Automate state-specific overtime, double-time rules, tip credits, and statutory tax withholdings with Gusto Payroll Automation.
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