(650) 332-8623Connecticut Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2026)
CT labor laws 2026: $16.94 minimum wage, expanded paid sick leave for all employers, meal breaks, overtime rules. Updated guide for Connecticut employers.
What’s new in 2026?
Connecticut meals and breaks
30 minutesFor lunch breaks
Connecticut meal break laws require a 30-minute unpaid break after 7.5 consecutive hours. The break must fall after the first two hours and before the last two hours of the shift.
The break is unpaid only if the crew member is fully off duty. Keep them on a task during the break and you must pay for that time.
Full statute: CGS 31-51ii — Meal Periods and Exemptions.
NoneFor rest breaks
Connecticut does not require paid or unpaid rest breaks for adult employees.
Connecticut labor laws on breaks have no rest break mandate.
Under federal FLSA, any voluntary short break of 20 minutes or less must be paid.
Connecticut labor laws breaks rules have not changed in 2025 or 2026.
Connecticut leave and paid time off (PTO)
Eligible employees get up to 12 weeks of job-protected unpaid leave per year. CT FMLA is separate from CT PFML. FMLA protects the job. PFML pays the employee during leave.
CT FMLA covers childbirth, adoption, serious illness, and military caregiver leave. To be eligible, an employee must have worked for you for at least three months.
CT FMLA applies to all employers with one or more employees. Federal FMLA requires 50 or more.
Employees on CT FMLA keep their health benefits. They return to the same or equivalent position.
Public Act 25-174 expanded CT FMLA coverage effective October 1, 2025. Non-certified school employees are now covered: custodians, bus drivers, paraprofessionals, and cafeteria staff. Certified teachers remain exempt unless their CBA says otherwise.
Full CT FMLA guidance is at the CT DOL Connecticut Leave Programs page.
If you have 11 or more Connecticut employees, CT paid sick leave is required now. On January 1, 2027, every Connecticut employer with at least one employee must comply.
Full guidance is on the CT DOL Connecticut Leave Programs page.
Effective date |
Who must comply |
January 1, 2025 |
Employers with 25 or more CT employees |
January 1, 2026 |
Employers with 11 or more CT employees |
January 1, 2027 |
All employers with 1 or more employees |
What changed under PA 24-8:
- Accrual: 1 hour per 30 hours worked. The old rate was 1 per 40.
- Cap: 40 hours per year. Unused hours carry over. Employers may frontload instead.
- Eligibility: Employees may use leave after 120 calendar days. The old threshold was 680 hours.
- Who is covered: All employees. Manufacturing and nonprofit exemptions are eliminated.
- Family members: Spouses, children of any age, siblings, grandparents, grandchildren, parents, and domestic partners.
- Permitted uses: Illness, mental health, public health emergencies, and communicable illness exposure.
For construction crews, the faster accrual rate means the 40-hour cap can be reached in roughly 24 weeks of full-time work. Seasonal workers and part-timers accrue at the same rate as full-time employees. Hours worked drive accrual, not employment status or schedule.
New rules for CT Paid Sick Leave compliance
- Do not ask for documentation of a sick leave absence.
- Do not require workers to find their own replacement.
- Give written notice of CT paid sick leave rights to every employee at hire.
- Track accrual and usage for every employee. Provide the balance in writing upon request.
- Keep sick leave records for at least three years.
CT DOL confirmed: Sick leave balances are NOT required on pay stubs. Provide the balance to the employee in writing only when they request it. Confirmed in Q36 of the official CT DOL Paid Sick Leave FAQ.
The CT Paid Family Medical Leave maximum weekly benefit is $1,016.40 for 2026. That is 60 times the $16.94 minimum wage.
Employees contribute 0.5% of wages. There is no employer contribution to the state plan.
Leave covers up to 12 weeks, or 14 weeks for pregnancy complications.
There is no waiting period. Benefits begin on the first day of approved leave.
Get employer guidance or apply at the CT Paid Leave Authority website.
The benefit increase was announced in the September 2025 Governor’s press release.
CT PFML Detail |
2026 Rate |
Maximum weekly benefit |
$1,016.40 |
Employee contribution rate |
0.5% of wages (unchanged) |
Social Security wage base cap |
$184,500 |
Maximum annual employee contribution |
$922.50 |
Leave duration |
Up to 12 weeks; 14 weeks for pregnancy complications |
Benefit formula up to $677.60/week |
95% of average weekly wage |
Benefit formula above $677.60/week |
60% of average weekly wage |
Not required by CT law. Provide it only if your policy says so.
Required. Full-time employees get regular wages for the first five days.
Not required by CT law
Up to 12 days per year for care, services, or legal help
Required. Pay and benefits cannot be reduced while on leave.
Volunteer firefighters and ambulance drivers cannot be fired for responding to emergencies.
Connecticut does not require paid voting leave unless an employee cannot otherwise get two consecutive hours off while polls are open.
Connecticut wages and overtime
$16.94Minimum wage Connecticut 2026
Connecticut’s minimum wage is $16.94 per hour as of January 1, 2026.
That is a 3.6% increase from the 2025 rate of $16.35 per hour. Connecticut is now the second-highest statewide minimum wage in the country. Only Washington State ($17.13) is higher.
The CT minimum wage is indexed to the federal Employment Cost Index and rises every January. Budget for it before you bid.
The move from $16.35 to $16.94 adds $23.60 per week per 40-hour worker on your crew. Factor that into every bid. Current rates and the 2026 announcement are on the CT DOL Wage and Workplace Standards page.
1.5x hourlyOvertime rate
Connecticut overtime laws require 1.5x pay for all hours over 40 in a workweek.
This applies to all non-exempt employees under CGS sections 31-76b through 31-76i.
Hotel and restaurant employees also earn overtime on the seventh consecutive day worked.
No new changes to connecticut overtime laws were enacted in 2025 or 2026.
For construction crews, overtime liability concentrates in peak project phases.
A worker at $16.94/hour earns $25.41 for every hour over 40. See how to calculate overtime for a full breakdown.
Overtime rules fall under CT General Statutes Chapter 558.
$6.38+ /hourTipped minimum wage
Tipped hotel and restaurant wait staff may be paid a base cash wage of $6.38/hour. Bartenders may be paid $8.23/hour.
Both rates are unchanged for 2026.
Tipped workers must clear $16.94/hour in total: tips plus base wage combined. If tips fall short in any pay period, you make up the difference.
Federal salary thresholdWatch this gap
The federal FLSA salary threshold reverted to $684/week ($35,568/year) in November 2024. At 40 hours per week, that is $17.10/hour, only $0.16 above Connecticut’s $16.94 minimum wage.
If your salaried foreman or site supervisor regularly works more than 40 hours, their effective rate may fall below the state minimum wage. That exposure exists regardless of any federal exemption claimed.
Connecticut does not recognize the FLSA highly compensated employee (HCE) exemption.
Connecticut also does not recognize the federal computer professional exemption.
Audit your Connecticut labor laws for salaried employees classifications now. The buffer is nearly gone.
2xPay frequency
Under labor laws, Connecticut employers must pay employees at least bi-weekly.
More frequent pay is allowed.
No Connecticut municipality may set its own minimum wage.
The statewide $16.94/hour rate applies everywhere in Connecticut.
The following workers are exempt from Connecticut minimum wage requirements:
- Salaried professional, administrative, and executive employees earning more than 2x the minimum wage
- Outside sales representatives
- Federal government employees
- Connecticut armed forces members on military duty
- Resident assistants and head residents at colleges and universities
- Domestic service employees in private homes
- Babysitters
- Non-profit organization volunteers
- Non-profit theater employees
- Agricultural employees
- Drivers and helpers on motor vehicles
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CT prevailing wages
$20.70/hrTraffic control signalman
Base rate plus health, pension, and other fringe benefits. Total package is approx. $27.26/hour.
$64.01/hrElevator mechanic (licensed)
Base rate only. Fringe benefits are additional. Confirm the exact rate with your project rate schedule. Rates vary by county.
Electrician (journeyman)Typically $60 to $80/hour with benefits (varies by area)
Total package including benefits. Rate varies by county and project type. Confirm with the project rate schedule.
Carpenter (journeyman)Typically $55 to $75/hour with benefits (varies by area)
Total package including benefits. Rate varies by county and project type. Confirm with the project rate schedule.
Prevailing wage applies to state-funded construction projects over $1 million (new construction) or $100,000 (renovation).
You must pay the prevailing rate for each trade, including fringe benefits.
Verify current rates before bidding at the CT DOL Prevailing Wage page.
2025 Scope Expansion — Construction Employers Must Review
Public Acts 25-168 and 25-174 changed Connecticut prevailing wage coverage effective July 1, 2025.
- Off-site fabrication is now covered. Workers fabricating materials off-site for a prevailing wage project must be paid prevailing rates.
- All prevailing wage projects are now subject to the annual July 1 rate adjustment. Budget for this in multi-year contracts.
- Coverage of DECD-funded projects has changed. Verify whether your project is now covered.
Rates adjust every July 1. Your project rate schedule is issued by the CT DOL at bid time. Always use that, not these figures.
These are sample 2026 rates for common construction trades. Use them for planning only.
Contractors and subcontractors must submit certified payroll records each month.
Each report must identify the worker, classification, daily hours, and wages paid.
The CT DOL can withhold contract payments until outstanding reports are resolved.
Misclassifying a journeyman electrician as a laborer is a common violation.
That single error can trigger back wage liability for the entire project duration.
CT child labor laws
14 – 15 Years
Laws in Connecticut for children 14 and 15 years
- Construction and trade work is not permitted for this age group.
- Minors aged 14 and 15 may only work during school vacation.
- School must be out for at least five consecutive days.
- Hours are capped at 8 per day and 40 per week, between 7 a.m. and 7 p.m. only.
- Work permits are required before any minor under 16 starts work.
- The employer must keep the work permit on file during employment.
- Permitted jobs include agriculture, professional offices, banks, licensed summer camps, and street trades.
- Fifteen-year-olds may also work as cashiers or baggers at retail stores.
16 – 17 Years
Laws in Connecticut for children 16 and 17 years
- Hazardous occupations are prohibited for all minors under Connecticut child labor laws.
- The hazardous occupations list includes roofing, excavation, power-driven equipment, and electrical work.
- Minors who have not yet graduated may work up to 8 to 9 hours per day.
- They may work up to six days per week in retail, manufacturing, restaurant, and similar industries.
- During the school year, hours are limited to 32 per week.
- During school vacations, the limit rises to 48 hours per week.
- During their first 90 days, workers under 18 earn $14.40/hour. That is 85% of minimum wage.
Other essential Connecticut labor laws
Health and Safety Standards in Connecticut
Private-sector employers must comply with federal OSHA standards.
State CONN-OSHA covers state and municipal employees only.
Report safety issues or request an inspection through CT CONN-OSHA.
Workers’ comp rules changed significantly for 2026 under Public Act 25-12.
PA 25-12 was a direct legislative response to the CT Supreme Court’s Gardner ruling.
PA 25-12 Change |
Details |
Extended TPD cap |
60 weeks maximum after employee reaches MMI |
PPD award |
Required once MMI is reached. No more discretionary extension. |
Cervical spine PPD |
Raised from 117 to 208 weeks. Applies to injuries after July 1, 2025. |
Esophagus (new) |
180 weeks scheduled |
Intestinal tract (new) |
347 weeks scheduled |
Death benefits |
Parents may receive up to 312 weeks if no spouse or dependents survive. |
Firefighters Cancer Relief |
Expanded to include skin cancer (PA 25-4, eff. Oct 1, 2025). |
Workers’ comp rates |
Down 3.8% for 2026. The 12th consecutive annual decrease. |
Workers’ comp claims and employer guidance are handled by the CT Workers’ Compensation Commission.
Hiring and firing employees in Connecticut
Connecticut at-will employment means either party can end the relationship at any time. No cause or advance notice is required, subject to anti-discrimination laws.
At-will does not protect terminations that violate public policy. It also does not protect retaliation against protected activity. Document performance issues and disciplinary steps before terminating.
Captive audience ban (PA 22-24): You cannot require employees to attend meetings about union organizing or political topics.
This law survived a federal court challenge in February 2026. It remains fully in effect.
Violations can result in complaints to the CT State Board of Labor Relations.
New protected classes (PA 25-139, eff. Oct 1, 2025): Victims of sexual assault and human trafficking are now protected under the CT Fair Employment Practices Act.
Covered employees are entitled to reasonable leave for medical care, counseling, and legal help.
You may request appropriate certification but cannot deny leave without it.
Update your EEO policies, anti-discrimination statements, and leave procedures now.
Anti-discrimination complaints are handled by the CT Commission on Human Rights and Opportunities (CHRO).
Anti-discrimination laws in Connecticut
Connecticut employment laws prohibit discrimination based on the following:
- Race, color, religious creed, age, sex, gender identity or expression, and marital status
- National origin, ancestry, mental or physical disability, and learning disability
- Sexual orientation, pregnancy, and genetic information
- Veteran status and domestic violence victim status
- Sexual assault victim status — added October 1, 2025 (PA 25-139)
- Human trafficking victim status — added October 1, 2025 (PA 25-139)
The CT pay transparency law is in effect. Post salary ranges in all job listings.
Salary history questions are banned. No amendments were made in 2025.
Employee resignation or termination in Connecticut
- No CT law requires advance termination notice.
- WARN Act notice may apply to large-scale layoffs. Check federal thresholds.
- No state law requires severance pay.
- Final paychecks are due on the next regular payday after separation.
- If your vacation policy treats accrued time as earned wages, pay it out at termination.
Unemployment benefits
The new employer UI rate is 1.9% for 2026, down from 2.2% in 2025.
The taxable wage base rose to $27,000 for 2026.
Full 2026 UI tax rate details are published by the CT DOL Unemployment Insurance Tax division.
Unemployment Detail |
2026 Rate |
Maximum weekly benefit |
$721, frozen through October 2028 |
Minimum weekly benefit |
$44 |
New employer rate |
1.9% (down from 2.2%) |
Taxable wage base |
$27,000 (up from $26,100) |
Minimum base period earnings |
$1,760 |
Dependency allowance |
$15/week per child, up to 5 dependents |
📌 SB 8 would have allowed striking workers to collect UI after 14 days. Governor Lamont vetoed it.
COBRA benefits in Connecticut
Connecticut mini-COBRA applies to employers with fewer than 20 employees.
It mirrors federal COBRA and extends coverage up to 30 months.
No CT COBRA changes were enacted in 2025 or 2026.
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CT recordkeeping requirements
Connecticut employment laws require employers to track and retain hours and leave records.
Paid sick leave under PA 24-8
Specific recordkeeping obligations for 2026:
- Track sick leave accrual and usage for every employee.
- Provide written notice of CT paid sick leave rights to every employee at hire.
- Provide sick leave balance to employees in writing upon their request.
- Retain all sick leave records for at least three years.
The CT DOL may audit sick leave records as part of a wage complaint investigation.
Employers who cannot produce records are presumed non-compliant.
Existing pay stub requirements under CGS section 31-13a still apply.
Those require itemized hours, gross earnings, overtime breakdown, deductions, and net pay.
A GPS time clock captures accurate field hours automatically, supporting both pay stub and sick leave recordkeeping requirements. Syncing verified field hours to payroll through a QuickBooks integration reduces manual entry errors and supports pay stub accuracy.
State contractors on contracts over $1 million face a 2% monthly payment withhold under PA 25-168.
The withhold continues until required compliance reports are submitted and approved.
Failing to pay a subcontractor on time is now a discriminatory employment practice under CT law.
Penalties for Labor Law Noncompliance in Connecticut
$5,000Maximum fine per wage theft offense
Wage theft over $2,000 is a Class D felony in Connecticut.
Fines range from $2,000 to $5,000 per offense, with potential imprisonment.
Amounts between $1,000 and $2,000 are a misdemeanor with fines up to $2,000 or up to one year imprisonment.
The CT DOL recovered $3.4 million for wage theft victims in a recent annual period.
The CT DOL currently has an 8 to 10-month investigation backlog.
That backlog does not protect employers. Investigated cases result in full back-pay orders.
2xEmployee recovery for unpaid wages
Employees can sue to recover double the unpaid wages plus attorney fees.
For construction contractors, prevailing wage violations can also result in debarment from future state projects.
SB 268 would let the Comptroller freeze state payments to contractors under prevailing wage investigation.
That bill had not passed as of April 2026.
$100Civil penalty per sick leave violation
Paid sick leave violations under PA 24-8 carry civil penalties up to $100 per violation.
Each affected employee per pay period counts as a separate violation.
Wage enforcement statutes are codified in CGS sections 31-68 and 31-72.
Labor Laws in Neighboring States
Connecticut contractors often work across state lines. Each state has its own minimum wage, overtime, and paid leave rules.
If you operate in Massachusetts, New York, or New Jersey, these guides cover what applies to your crew:
Pending 2026 Connecticut Legislation — Items to Watch
The 2026 CT legislative session adjourns May 6, 2026.
None of the following bills have been enacted as of April 2026.
Any bill not passed before adjournment is dead and must restart the committee process in 2027.
SB 435 — AI Hiring Audits: Requires bias audits and disclosures for AI-based hiring tools. Employees could opt out.
HB 5492 — Non-Compete Restrictions: Bans non-competes for employees earning less than twice the minimum wage.
SB 355 — NDA Limits: Voids NDAs that block employees from reporting discrimination or harassment.
SB 436 — Predictive Scheduling: Requires 14-day advance notice of schedules and premium pay for changes. Covers retail, food service, and hospitality.
Check the CT General Assembly website for session outcomes after May 6, 2026.
Final Thoughts
For Connecticut contractors, 2026 brings three compliance actions that cannot wait.
First: if you have 11 or more employees, CT paid sick leave is required now. Set up accrual tracking before your next payroll cycle.
Second: your crew costs just went up. The $16.94 minimum wage took effect January 1, 2026. Rebid any contracts that have not accounted for it.
Third: if you work on state-funded projects, review your prevailing wage classifications. The July 1, 2025 scope expansion changed what is covered.
Beyond these three, the direction is clear. Paid leave coverage reaches all employers in 2027. The FLSA salary threshold gap is nearly gone. New protected classes took effect in October 2025.
Get your records current, review your exempt classifications, and make sure your subcontracts reflect the 2026 rates.
Track Time, Stay Compliant
Connecticut contractors juggle minimum wage updates, paid sick leave accrual, prevailing wage reporting, and meal break documentation on every project. Workyard handles all of it automatically, recording crew hours with GPS, calculating overtime, and syncing verified time data to payroll. See how it works.
$16.94 per hour, effective January 1, 2026. That is a 3.6% increase from the 2025 rate of $16.35. Connecticut is now the second-highest in the country for statewide minimum wage.
Yes. Connecticut at-will employment means either party can end the relationship at any time. No cause or advance notice is required, subject to anti-discrimination laws.
After 7.5 consecutive hours, employees are owed a 30-minute unpaid meal break. The break must fall after the first two hours and before the last two hours of the shift.
CT labor laws on breaks apply to all industries, including construction crews on jobsites. No paid rest breaks are required under Connecticut labor laws on breaks.
Paid vacation is not required.
Paid sick leave is required for employers with 11 or more employees as of 2026. All employers must comply with CT labor laws on paid sick leave starting January 1, 2027.
Yes, if you have 11 or more CT employees, you must provide CT paid sick leave now.
Employees earn 1 hour per 30 hours worked, up to 40 hours per year. They can use leave after 120 calendar days of employment.
One hour for every 30 hours worked, capped at 40 hours per year. Unused hours carry over from year to year.
You cannot require documentation or ask employees to find a replacement.
Employees may request their sick leave balance in writing at any time. You must provide it.
Connecticut overtime laws require 1.5x the regular rate for all hours over 40 per workweek.
The workweek is a fixed seven-day period set by the employer. It does not have to run Monday to Sunday.
Hours from different workweeks cannot be averaged. Each week stands alone.
Hotel and restaurant employees also earn overtime on the seventh consecutive day worked.
Wage theft over $2,000 is a Class D felony with fines of $2,000 to $5,000 per offense.
Amounts under $2,000 are a misdemeanor, also carrying fines and potential jail time.
Employees can recover double unpaid wages plus attorney fees in civil court.
Yes. CT paid family medical leave pays up to $1,016.40 per week in 2026.
Leave covers up to 12 weeks, or 14 weeks for serious pregnancy complications.
Employees contribute 0.5% of wages. Employers do not contribute to the state plan.
Benefits begin on the first day of approved leave. There is no waiting period.
The CT Paid Leave Authority administers the program through Aflac as the claims administrator.
Employees apply at the CT Paid Leave Authority website or by calling (877) 499-8606.
Employers must verify employment after the employee files. Prompt response keeps claims moving.
No. The 30-minute break is unpaid.
The employee must be completely off duty for the break to be unpaid. If you require the employee to stay available, you must pay for that time.
