Connecticut Overtime Laws 2026: $16.94 Min Wage & Pay Rules

Connecticut Overtime Pay Rules in 2026

Connecticut's overtime law (CGS § 31-76i) largely mirrors the federal FLSA with one important exception: the manufacturing and mechanical trades exemption. For most Connecticut workers, overtime is time and a half after 40 hours — but factory and manufacturing workers follow different rules.

Connecticut Minimum Wage in 2026

Connecticut has one of the highest minimum wages in the United States:

| Worker Type | Minimum Wage (2026) |

|---|---|

| Non-tipped employees | $16.94/hour |

| Tipped employees (bartenders) | $8.47/hour + tips |

| Tipped employees (other) | $6.38/hour + tips |

| Youth (first 90 days, under 18) | $6.38/hour |

This means Connecticut's minimum overtime rate is $25.41/hour ($16.94 × 1.5) — among the highest in the nation.

Standard Connecticut Overtime

For most Connecticut workers, the rule is straightforward:

• 1.5× regular rate after 40 hours in a workweek
• No daily overtime threshold (unlike California or Nevada)
• Meal breaks: 30 minutes unpaid after 7.5 consecutive hours (CGS § 31-51ii)

Example — A Hartford healthcare worker earning $28/hour works 47 hours:

• Regular: 40 × $28 = $1,120
• Overtime: 7 × $42 = $294
• Total: $1,414

Calculate your exact pay with our Connecticut Overtime Pay Calculator.

Connecticut's Manufacturing Exemption

This is Connecticut's unique provision. Under CGS § 31-76i(b), employers engaged in manufacturing, mechanical, or mercantile trades can compute overtime on a partial workweek basis for employees who work a variable schedule.

Key points:

• Applies only to manufacturing, mechanical, and mercantile establishments
• The employer must use a defined workweek
• Does not eliminate overtime — just changes how it's calculated for irregular schedules
• Most Connecticut manufacturers still use the standard 40-hour week

Sunday and Holiday Premium Pay in Connecticut

Connecticut does not require Sunday or holiday premium pay for most private employers. However:

• Retail employees working Sundays may have premium pay requirements under certain collective bargaining agreements
• State and municipal employees often receive premium pay for holidays under union contracts
• Restaurants and hospitality are not required to pay extra for Sunday or holiday shifts

Connecticut Overtime Exemptions

Connecticut follows federal FLSA exemptions with some state-specific additions:

• Executive, administrative, professional (EAP) — $684+/week
• Outside salespeople
• Computer professionals — $27.63+/hour
• Certain agricultural workers
• Household employees working fewer than 8 hours per week
• Babysitters on a casual basis

Connecticut Wage Enforcement

Connecticut has strong wage enforcement through the Connecticut Department of Labor Wage and Workplace Standards Division:

• Wage claims: File online or by mail; no fee required
• Retaliation protection: Illegal to fire or demote workers for filing wage claims
• Penalties: Willful violations can result in triple damages under Connecticut's Wage Statute
• Statute of limitations: 2 years (3 years for willful FLSA violations)

Connecticut vs. Neighboring States

| State | Daily Overtime | Minimum Wage (2026) | Manufacturing Exemption |

|---|---|---|---|

| Connecticut | No | $16.94 | Yes (CGS § 31-76i) |

| New York | No | $17.00 (upstate) | No |

| Massachusetts | No | $15.00 | No |

| Rhode Island | No | $15.00 | No |

| New Jersey | No | $15.49 | No |

Frequently Asked Questions

Does Connecticut require daily overtime?

No. Connecticut only requires time and a half after 40 hours in a workweek.

Do Connecticut retail workers get Sunday premium pay?

No. Connecticut does not require premium pay for Sundays or holidays in private-sector retail.

How does Connecticut's manufacturing exemption work?

Manufacturing employers can use a variable workweek calculation for employees with irregular schedules, but overtime must still be paid. Most manufacturers use the standard 40-hour rule.

What is Connecticut's meal break law?

Employers must provide a 30-minute unpaid meal break after 7.5 consecutive hours of work. Working through a meal break counts as paid time and may trigger overtime.