Connecticut employment rules for employers

Connecticut minimum wage is $16.94 per hour (effective January 1, 2026). (Connecticut minimum wage (U.S. DOL WHD State Minimum Wage Laws table))

“Connecticut Basic Minimum Rate (per hour): $16.94”

“(HARTFORD, CT) – Governor Ned Lamont today announced that beginning on January 1, 2026, Connecticut’s minimum wage will increase from the current rate of $16.35 per hour to $16.94 per hour.”

dol.gov · portal.ct.gov

Employers must pay weekly all wages due on a regular payday designated in advance; the Labor Commissioner may permit less frequent paydays on application. (U.S. DOL WHD State Payday Requirements)

“Connecticut X 4”

“Each employer shall pay weekly all moneys due each employee on a regular payday, designated in advance by the employer in cash or negotiable check or upon the employee's written request, by credit to such employee's bank account.”

dol.gov · portal.ct.gov

When an employer discharges an employee, wages must be paid in full no later than the next business day after the discharge. (Conn. Gen. Stat. § 31-71c(b) (CT DOL wage payment laws compilation))

“(b) Whenever an employer discharges an Employee, the employer shall pay the employee’s wages in full no later than the business day next succeeding the date of such discharge.”

“If an employee is discharged all wages are due the next business day.”

portal.ct.gov · portal.ct.gov

When an employee quits (or is laid off), wages must be paid in full no later than the next regular payday, through regular payment channels or by mail. (Conn. Gen. Stat. § 31-71c(a) (CT DOL wage payment laws compilation))

“Whenever an employee voluntarily terminates his employment, the employer shall pay the employee’s wages in full not later than the next regular pay day, as designated under section 31-71b, either through the regular payment channels or by mail.”

“The employer shall pay an employee who voluntarily terminates or is laid off on the next regular payday.”

portal.ct.gov · portal.ct.gov

If an employer policy or collective bargaining agreement provides for paying accrued fringe benefits (including paid vacation) at termination, a terminated employee must be paid them as wages in accordance with that policy or agreement. (Conn. Gen. Stat. § 31-76k (CT DOL Wage Payment Laws summary))

“If an employer policy or collective bargaining agreement provides for the payment of accrued fringe benefits upon termination, including but not limited to paid vacations, holidays, sick days and earned leave, and an employee is terminated without having received such accrued fringe benefits, such employee shall be compensated for such accrued fringe benefits exclusive of normal pension benefits in the form of wages in accordance with such agreement or policy”

“If an employer policy or collective bargaining agreement provides for the payment of accrued fringe benefits upon termination, including but not limited to paid vacations, holidays, sick days and earned leave, and an employee is terminated without having received such accrued fringe benefits, such employee shall be compensated for such accrued fringe benefits exclusive of normal pension benefits in the form of wages in accordance with such agreement or policy”

portal.ct.gov · portal.ct.gov

• Accrual: Connecticut paid sick leave: employees accrue 1 hour of paid sick leave for every 30 hours actually worked. (Connecticut DOL, Paid Sick Leave FAQs)

  “Employees must accrue 1 hour of leave for every 30 hours worked.”

  “The accrual is at a rate of 1 hour of paid sick leave for each 30 hours worked by an employee up to a maximum of 40 hours per year”

  portal.ct.gov · portal.ct.gov · verified Sep 24, 2026 · 2 official pages from the same agency

• Annual cap: Employees accrue up to 40 hours of paid sick leave per year (employers may allow more). (Connecticut DOL, Paid Sick Leave FAQs)

  “An employee can accrue a maximum of 40 hours per year.”

  “The accrual is at a rate of 1 hour of paid sick leave for each 30 hours worked by an employee up to a maximum of 40 hours per year”

  portal.ct.gov · portal.ct.gov · verified Sep 24, 2026 · 2 official pages from the same agency

• Employer coverage: Since January 1, 2026, the law covers employers with 11 or more employees in Connecticut, counted on the payroll for the week containing January 1st. (Connecticut DOL, Paid Sick Leave FAQs)

  “January 1, 2026 - employers with 11 or more employees in CT”

  “Each employer with 11 or more employees, based on the number of employees on its payroll for the week containing January 1st annually, shall provide paid sick leave annually to each of its employees in the state.”

  portal.ct.gov · portal.ct.gov · verified Sep 24, 2026 · 2 official pages from the same agency

• Employer coverage from 2027: From January 1, 2027, the law covers employers with 1 or more employees in Connecticut. (Connecticut DOL, Paid Sick Leave FAQs)

  “January 1, 2027 - employers with 1 or more employees in CT”

  “The threshold for coverage will be lowered in three phases, beginning with employers that have at least 25 employees on January 1, 2025; those with at least 11 employees beginning January 1, 2026; and those with at least one employee beginning January 1, 2027.”

  portal.ct.gov · portal.ct.gov · verified Sep 24, 2026 · 2 official pages from the same agency

Connecticut recognizes a common-law claim for wrongful discharge when an at-will employee is fired in violation of an important public policy (Sheets v. Teddy's Frosted Foods). Courts treat the exception as narrow, and it is generally unavailable where a statute already provides a remedy. (Connecticut Civil Jury Instructions 3.14-3 Wrongful Discharge (citing Thibodeau v. Design Group One Architects, LLC, 260 Conn. 691 (2002)))

“However, there is an exception to this rule where the employee is terminated in violation of an important public policy.”

“sanctioned a common-law cause of action for wrongful discharge in situations in which the reason for the discharge involved impropriety derived from some important violation of public policy.”

jud.ct.gov · jud.ct.gov

Connecticut recognizes that statements in an employer's personnel manual or handbook can, in appropriate circumstances, create an express or implied contract that limits at-will termination; clear disclaimers can prevent this. (Wood v. Sempra Energy Trading Corp. (D. Conn. 2005), applying Finley v. Aetna Life & Casualty Co., 202 Conn. 190 (1987))

“A personnel manual can create a contract.”

“give rise to an express or implied contract between employer and employee.”

ctd.uscourts.gov · ctd.uscourts.gov

Connecticut employers must give every separating employee, regardless of the reason for separation, the CTDOL Separation Packet with the completed Unemployment Notice at the time of separation; if that is not possible, the packet must be mailed to the employee's last known address. (CTDOL Separation Packet, Form UC-21A (Rev. 2/2024))

“It is your responsibility to give this entire packet to the separating employee at the time of separation, regardless of the reason for separation (see Section L below). If it is not possible to give this packet to the employee at the time of separation, then mail the packet to the employee’s last known address.”

“provide a Separation Packet to all separating employees regardless of the reason for separation.”

portal.ct.gov · portal.ct.gov