Frequently Asked Questions
(FAQs) for Employers
CLICK ON EACH QUESTION TO SHOW THE
ANSWER. CLICK ON THE QUESTION AGAIN TO HIDE THE ANSWER.
- 1. What is the minimum wage?
As of January 1st 2015, the minimum wage is
$9.15 per hour. For minors working in agriculture or government, it is 85%
of minimum wage, and for minors working in other industries, it is 85% for
the first 200 hours. This is
Section 31-58 and
of the CT State Statutes.
What is the
minimum wage for Service employees (waitpersons and bartenders)?
wage for service employees is $9.15 per hour with a gratuity allowance of
36.8% of the minimum wage for waitpersons and $9.15 per hour with a
gratuity allowance of 18.5% of the minimum wage for bartenders The base wage
remains at $5.78 per hour
and $7.46 for bartenders.
IMPORTANT NOTE: All
state and federal taxes are required to be paid based on at least the $9.15
minimum wage (gross wages).
3. When is an employer
required to pay overtime?
After 40 hours of actual work in the same work week. It
is calculated at one and one-half times the employee's regular rate of pay.
This is covered under the CT State Statutes in the following sections:
4. Is the employee due overtime after
working 8 hours in a day, or on a Sunday, or on a holiday?
No, unless by employment agreement.
- 5. What is an exempt/non-exempt
employee for the purposes of wage and hour laws?
Please see the
for the Purposes of Wage and Hour Laws"
page for more information.
- 6. Does paying
an employee by salary exempt them from overtime and
No, the employee must meet the definition of an
executive, administrative, or professional employee as defined by the Labor
Commissioner. The employee must meet both a
salary test. (see
Section 31-60-14,15,16 of the Administrative Regulations).
- 7. Is an employer required to provide a
Connecticut state law does not require an employer to
provide a break. However, state law does require the employer to provide a
meal period after the employee has worked 7Â½ or more consecutive hours. Meal
period requirements are covered under
31-51ii of the
Conn. State Statutes.
- 8. Is the employer required to provide
a meal period?
The employer must provide a meal period of at least
30 consecutive minutes if the employee has worked for 7Â½ or more
consecutive hours. However, the Labor Commissioner will exempt the
employer from this requirement if one of the following conditions is
a. complying with this requirement would endanger public safety;
b. the duties of the position can only be performed by one employee;
c. the employer employs less than 5 employees on that shift at that one
business location (this only applies to that particular shift); or,
d. the employer's operation requires that employees be available to respond
to urgent conditions, and that the employees are compensated for the
Meal period requirements are covered under
31-51ii of the
Conn. State Statutes
9. Does an employer have to provide
vacation or holiday pay?
No. These are fringe benefits provided at the
discretion of the employer. They are not required by law.
10. Does an employer have to provide sick pay?
Regarding sick leave or
sick days, you are required to comply with the Paid Sick Leave Act, P.A.
11-52. Click here to
obtain information on the Paid Sick Leave Act.
11. Can an employer cut an employee's pay,
reduce the employee's hours or benefits, or change the
employee's job duties?
Yes, as long as the employee is notified in advance of
the pay period and in writing. This is covered in the
CT General Statute Section 31-71f.
- 12. If an employee owes the employer
money, or the employer wishes to deduct from wages for employee
errors, can wages be
- No, an employer may not withhold or
divert wages unless provided specifically by law. This is
CT General Statute Section 31-71e.
13. How does an employer receive permission
to deduct from wages for specific reasons?
The employer can submit a sample deduction form to the
Wage and Workplace Standards Division for consideration. Typical deductions
are for employee loans or purchases, credit union, uniforms, and advances on
14. When must an employer pay wages upon
If discharged, next business day. If laid off or quit,
next regular pay day.
15. May an employer pay employees other
Although State law requires a weekly pay within 8 days
of the end of the pay period, an employer may write the Wage and Workplace
Standards Division for a waiver of this, with the conditions stated in
CT General Statutes Section 31-71i.
16. How does an employer obtain a waiver
from the weekly pay requirement?
A letter should be sent to the Director of the Wage and
Workplace Standards Division describing the reason for the change and the
desired frequency. Most requests are for a bi-weekly payroll. Thirty days
notice should be given to employees affected by the change.
17. What records must an employer retain?
Please see the
"Records to be
Retained by Employers" page for more information.
18. May an employer keep records outside
the place of employment?
Permission can be granted after a request is submitted
to the Wage and Workplace Standards Division.
19. Is there a sub-minimum rate that
applies to minors in Connecticut?
Yes. Minors in Connecticut may be paid 85% of
Connecticut's minimum wage
for the first 200 hours of employment in any industry or occupation.
20. What may an employee between the ages
of 16 and 18 who has worked less than 200 hours and less than 90
days be paid?
Since the higher standard applies, a minor employee
must be paid at least the $7.01 per hour (85% of the current minimum wage of
$8.25 per hour).
21. Is there an employers' checklist for
the employment of minors in Connecticut?
Yes. Please see the
"Employers' Checklist for Employment of Minors" page for more
22. Are there any exemptions to the child
Exemptions may be found on the
"Exemptions from Child Labor Laws" page.