Connecticut Overtime Laws

Overtime pay is a key protection for workers in Connecticut, ensuring fair compensation for extra hours worked.

Connecticut overtime laws require most employees to be paid 1.5 times their regular rate for hours worked over 40 in a workweek. These rules are based on both Connecticut labor laws and the federal Fair Labor Standards Act (FLSA).

This article breaks down how overtime works in the state, from standard pay rates and who’s entitled to them to how overtime applies to tipped and salaried employees. We’ll also explore common exemptions to overtime laws and key rules employers must follow.

Connecticut Overtime Laws Summary

This Article Covers

• Connecticut Overtime Rates
• Who is Entitled to Overtime Pay in Connecticut?
• Overtime Exemptions and Exceptions in Connecticut
• Comp Time Under Connecticut Overtime Laws
• Overtime Pay for Tipped Employees in Connecticut
• Overtime Pay for Salaried Employees in Connecticut
• Overtime Pay for Commissioned Employees in Connecticut
• Recordkeeping Requirements for Connecticut Employers

Connecticut Overtime Rates (Time-and-a-Half Pay Explained)

Connecticut’s overtime rules generally follow the federal Fair Labor Standards Act (FLSA). Employees who work more than 40 hours in a workweek must be paid 1.5 times their regular hourly rate.

Under Connecticut overtime laws, employers are not required to pay overtime for long daily shifts, weekends, or holidays, unless a contract or agreement specifically requires it. Overtime applies only when weekly hours exceed 40.

With Connecticut’s minimum wage set at $16.94/hour, the overtime rate is: 1.5 x $16.94 = $25.41 per hour for minimum wage workers.

Employees earning more than minimum wage are entitled to 1.5 times their own hourly rate.

Example:

If an employee earns $20/hour:

Overtime rate = $20 × 1.5 = $30 per hour

Learn more about your overtime rights in Connecticut to ensure you’re being paid fairly.

What counts as hours worked in Connecticut?

Under Connecticut labor laws, “hours worked” include all the time an employee is required to be at work, on duty, or allowed to work (even if no actual work is being done, such as waiting on-site).

Meal breaks are not counted unless the employee has to work during that time. All work time must be tracked in 15-minute increments.

If an employee must stay at a specific location for on-call duty, all that time is paid, even if they don’t get called in. If the employee is only required to be reachable (not at a set location), paid time starts when they are called to work and ends when the task is finished.

What counts as a workweek under the FLSA?

A workweek is defined as a fixed period of 168 hours, that’s seven consecutive 24-hour days. Employers can designate the start of the workweek on any day and at any time, but once set, it must remain consistent.

Each workweek stands alone for purposes of overtime and minimum wage. Employers cannot combine or average hours across multiple weeks to avoid paying overtime.

Who is Entitled to Overtime Pay in Connecticut?

Most non-exempt employees are entitled to overtime pay if they work more than 40 hours in a workweek.

Under the FLSA, employees who earn less than $684 per week ($35,568 annually) and do not meet any exemption criteria based on their job duties are classified as non-exempt employees.

However, an employee’s overall eligibility for overtime pay depends on both salary level and job responsibilities.

Overtime Exemptions and Exceptions in Connecticut

Under Connecticut overtime laws, most employees must receive overtime pay after 40 hours in a workweek. However, certain workers are exempt from overtime under the Fair Labor Standards Act (FLSA) and specific state exceptions.

Common Overtime Exemptions (FLSA Rules)

Employees may be exempt from overtime if they meet both salary thresholds and job duty requirements. Common exempt categories include:

• Employees who earn at least $684 per week on a salary basis
• Highly compensated employees earning over $107,432 per year
• Executive, administrative, and professional employees
• Computer professionals earning at least $27.63/hour
• Outside sales employees
• Commissioned employees in retail or service businesses
• Automobile, truck, or farm equipment salespeople and mechanics
• Transportation workers, including certain railroad, airline, and motor carrier employees
• Live-in domestic workers
• Seasonal amusement or recreational workers
• Employees of small local newspapers
• Certain farmworkers
• Babysitters and companions for the elderly or disabled
• Motion picture industry employees earning at least $1,043 per week

Connecticut-Specific Overtime Exceptions

In addition to federal exemptions, Connecticut overtime laws include specific state-level exceptions. Overtime pay may not apply to:

• Agricultural employees
• Executive, administrative, and professional employees as defined by the Labor Commissioner
• Automobile salespersons engaged in vehicle sales
• Drivers and helpers regulated by the U.S. Secretary of Transportation
• Outside salespersons as defined under the FLSA

Comp Time Under Connecticut Overtime Laws

Under Connecticut overtime laws, most employees must be paid overtime at 1.5 x their regular rate for hours worked over 40 in a workweek. However, in limited cases, certain employees may receive compensatory time (comp time) instead of overtime pay under specific conditions with prior approval.

These include:

• Certain state government employees (managers and specific pay plans)
• Employees not covered by collective bargaining agreements
• Select roles such as Executive Secretaries and certain classified employees

Most private-sector employees must be paid overtime wages, not comp time.

Under Connecticut overtime laws and state policy, comp time may be granted only in special situations, such as:

• Emergency events (e.g., severe weather response)
• Time-sensitive or special projects requiring extra hours

Routine extra hours (like staying late occasionally) do not qualify for comp time.

To use comp time legally in Connecticut, the following rules must be met:

• Advance approval is required in writing before working extra hours
• Extra work must be done at an approved work location
• Comp time cannot be earned by skipping breaks or lunch
• Travel or commuting time does not count, except in rare cases
• All extra hours and comp time must be properly recorded
• Comp time must be earned before it is used
• Comp time expires after 30 months
• Unused comp time is not paid out at termination

For eligible employees:

Overtime = 1.5 × pay for hours over 40

Comp time = 1.5 hours of time off for each overtime hour worked

Eligible employees must voluntarily choose comp time in writing before working overtime. If they do not choose comp time, employers must pay overtime wages.

Overtime Pay for Tipped Employees in Connecticut

A tipped employee is a worker who customarily receives gratuities from customers as tips. Connecticut wage laws do not specify a specific monthly tip earnings threshold for a worker to be classified as a tipped employee.

Connecticut employers can pay tipped workers a lower cash wage and claim a tip credit to meet the state’s minimum wage of $16.94 per hour. This minimum cash wage requirement for tipped employees in Connecticut varies based on the worker’s occupation and is outlined as follows:

• Restaurant or hotel workers: $6.38 base cash wage + up to $10.56 tip credit per hour
• Bartenders: $8.23 base cash wage + up to $8.71 tip credit per hour

Employers must ensure that a tipped worker’s total earnings (cash wage + tips) equal at least the Connecticut minimum wage of $16.94 per hour. If not, the employer must make up the difference.

Under Connecticut overtime laws, tipped employees must still receive overtime pay based on the full minimum wage, not the reduced cash wage.

Minimum overtime rate =  1.5 x $16.94 = $25.41 per hour

Learn how to calculate overtime pay in Connecticut.

Overtime Pay for Salaried Employees in Connecticut

Some salaried employees are still entitled to overtime at 1.5 times their regular hourly rate under Connecticut overtime laws. To qualify, the employees must earn less than $684 per week and work in non-exempt job categories under the FLSA.

According to Connecticut labor laws, a salaried employee is someone paid on a salary basis, meaning they receive a fixed, predetermined amount each pay period (weekly or less often). This amount is not reduced based on the number of hours or days worked, or the quality or quantity of work performed, and must be formally communicated to the employee by the employer.

To calculate overtime for salaried employees in Connecticut:

Determine the employee’s regular hourly rate: Total salary / Total hours worked

Overtime pay = Regular rate × 1.5 × Overtime hours

If the employee’s salary covers 40 hours, overtime applies after 40 hours. If salary covers fewer hours, regular pay applies up to 40, then overtime kicks in.

Use our overtime calculator for easy and quick calculations while ensuring fair pay.

Overtime Pay for Commissioned Employees in Connecticut

Employees in Connecticut who receive commissions are eligible for overtime. Their regular hourly rate must include the commissions earned. However, they will only be given half of that rate for every overtime hour.

For example, let’s say an employee works 45 hours a week at a rate of $18 per hour and receives $100 in commissions for that week. We need to first calculate the new regular hourly rate using the formula: (Total hours worked x Hourly rate) + Commission

= (45 hours x $18 per hour) + $100

= $810 + 100

= $910

Then, divide that by the total hours worked in the week: $910 / 45 hours = $20.22 per hour

To determine the overtime rate for the commissioned employee, we need to take that new regular hourly rate and halve it.

$20.22 / 2 = $10.11 per overtime hour

Since the employee worked an extra five hours in the week, their overtime compensation will be: $10.11 x 5 hours = $50.55

The amount will vary according to the hours worked, hourly rate, and commission earned.

Recordkeeping Requirements for Connecticut Employers

Employers in Connecticut must maintain accurate time and wage records for each employee at the workplace for at least three years. These records should include:

• Employee’s name
• Home address
• Job title or occupation
• Total daily and weekly hours worked, including start and end times for each work period (rounded to the nearest 15 minutes)
• Regular hourly, daily, or weekly wage rate
• Overtime pay (listed separately)
• Any additions to or deductions from wages for each pay period
• Total wages paid during each pay period
• Working certificates for employees aged 16 to 18

Employers in Connecticut can use Jibble’s time-tracking software to accurately record each employee’s work hours, break time, and overtime pay. It can help reduce disputes and ensure fair pay for regular and overtime hours.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.