Connecticut Minimum Wage 2026
⚠️Informational only — not legal or tax advice.
Last Updated: February 4, 2026
Last Reviewed: February 4, 2026
Applicable Period: 2026
Jurisdiction: State of Connecticut, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Connecticut Minimum Wage – 2026 Quick Reference
- Overview of Minimum Wage Law in Connecticut
- Current Minimum Wage Rates in Connecticut 2026
- Minimum Wage for Tipped Employees
- Local Minimum Wage Ordinances in Connecticut
- Who Is Covered and Who Is Exempt
- Employer Obligations and Enforcement
- Connecticut Minimum Wage vs Federal Law
- Minimum Wage Posting Requirements
- Frequently Asked Questions
- Information Verification Log
Introduction
The minimum wage in Connecticut establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Connecticut maintains a minimum wage of $16.94 per hour, which adjusts annually based on the federal employment cost index. The state permits tip credits for certain hotel and restaurant employees, with different rates applying to waitstaff and bartenders.
Minimum wage regulations in Connecticut operate under Connecticut General Statutes § 31-58 alongside federal requirements established by the Fair Labor Standards Act (FLSA). When state minimum wage rates exceed the federal standard, employers must comply with the higher state rate. The Connecticut Department of Labor administers and enforces minimum wage requirements through its Wage and Workplace Standards Division.
This page provides an authoritative overview of Connecticut minimum wage law for 2026, including current rates, annual adjustment procedures, tipped employee provisions, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.
| Connecticut Minimum Wage — 2026 Quick Reference | |||
|---|---|---|---|
| Category | Rate | Effective Date | Official Source |
| State minimum wage | $16.94/hour | January 1, 2026 | CGS § 31-58 |
| Tipped minimum wage (waitstaff) | $10.71/hour | January 1, 2026 | CGS § 31-60 |
| Tipped minimum wage (bartenders) | $13.81/hour | January 1, 2026 | CGS § 31-60 |
| Tip credit allowed (waitstaff) | Yes (up to $6.23) | January 1, 2026 | CGS § 31-60 |
| Tip credit allowed (bartenders) | Yes (up to $3.13) | January 1, 2026 | CGS § 31-60 |
| Next scheduled increase | Annual adjustment | January 1, 2027 | Public Act 19-4 |
| Rate adjustment mechanism | ECI-indexed | Annual | Public Act 19-4 |
| Federal minimum wage | $7.25/hour | July 24, 2009 | FLSA |
| Local minimum wages | No | — | State law |
Last verified: February 4, 2026 via Connecticut Department of Labor
Overview of Minimum Wage Law in Connecticut
Legal Authority
Connecticut minimum wage requirements are established under Connecticut General Statutes Chapter 558, specifically § 31-58 through § 31-76o. The Connecticut Department of Labor, through its Wage and Workplace Standards Division, administers and enforces minimum wage regulations in Connecticut. The state minimum wage law was significantly amended in 2019 through Public Act 19-4, which established scheduled increases through 2023 followed by annual adjustments tied to economic indicators.
Relationship to Federal Law
Under the Fair Labor Standards Act (FLSA), the federal minimum wage establishes a floor of $7.25 per hour for covered employers and employees. Connecticut law operates independently of federal minimum wage standards, establishing its own rate through state statute. When both state and federal minimum wage laws apply, employers must pay whichever rate is higher.
Because Connecticut’s minimum wage of $16.94 substantially exceeds the federal minimum, most covered employers must comply with the state rate. Employers not subject to state minimum wage requirements but covered by the FLSA must comply with federal standards.
Coverage Scope
Connecticut minimum wage law applies to all employers, with limited exceptions established by statute and regulation. The law covers employees in virtually all industries and occupations unless specifically exempted. Unlike some states, Connecticut does not exempt small employers based on number of employees or annual revenue, with certain narrow exceptions for specific industries.
Higher Rate Principle
The principle of “higher prevailing rate” requires employers to pay the highest applicable minimum wage—whether federal or state. In Connecticut, this means employers must identify and apply whichever minimum wage rate provides employees the highest hourly compensation. Since Connecticut’s $16.94 rate exceeds the federal $7.25 minimum, the state rate applies for most employment relationships.
Current Minimum Wage Rates in Connecticut 2026
Standard Hourly Minimum Wage
As of January 1, 2026, the standard minimum wage in Connecticut is $16.94 per hour for all covered employees. This rate applies to non-exempt employees across all industries and employer sizes, with limited exceptions for certain categories of workers described in this guide.
Connecticut adjusts its minimum wage annually based on the federal employment cost index. The 3.6% increase from 2025’s rate of $16.35 reflects the change in the employment cost index for the twelve-month period ending June 30, 2025, as calculated by the U.S. Department of Labor. Under Public Act 19-4, the Connecticut Department of Labor Commissioner reviews the employment cost index percentage change and announces annual adjustments by October 15 of each year, with the new rate taking effect the following January 1.
Connecticut does not establish different minimum wage rates based on geographic location, employer size, or industry for most workers. The $16.94 standard rate applies uniformly across the state, from Hartford to Greenwich to New Haven.
Tipped Employee Rates
Connecticut permits employers to pay reduced cash wages to tipped employees, with different rates applying to hotel and restaurant waitstaff versus bartenders:
Hotel and Restaurant Waitstaff: $10.71 per hour
Maximum tip credit: $6.23 per hour
Coverage: Persons other than bartenders employed in the hotel and restaurant industry who customarily and regularly receive gratuities
Bartenders: $13.81 per hour
Maximum tip credit: $3.13 per hour
Coverage: Persons employed as bartenders who customarily and regularly receive gratuities
These tipped minimum wage rates represent the minimum cash wage employers must pay before tips. The employer’s share is calculated as a percentage of the standard minimum wage: approximately 63.2% for waitstaff and approximately 81.5% for bartenders. When combined with tips, total compensation must equal or exceed $16.94 per hour.
Connecticut’s tip credit structure differs from federal law, which allows a maximum tip credit of $5.12 per hour. Connecticut’s smaller tip credit (higher cash wage requirement) provides greater wage protection for tipped employees compared to federal standards.
Training and Youth Wages
Connecticut permits employers to pay learners, beginners, and persons under age 18 at 85% of the minimum fair wage for their first 200 hours of employment. After 200 hours, these employees must receive the full minimum wage.
Training/youth wage rate: $14.40 per hour (85% of $16.94)
Duration: First 200 hours of employment
Coverage: Learners, beginners, and employees under age 18
After 200 hours: Full $16.94 minimum wage applies
This provision allows employers limited flexibility in compensating newly hired young workers or individuals learning a new occupation during an initial training period. Institutional training programs specifically exempted by the Labor Commissioner may have different requirements.
Annual Wage Adjustments
Connecticut law requires automatic annual minimum wage adjustments based on economic indicators:
Adjustment Formula: The minimum wage adjusts each January 1 based on the percentage change in the federal employment cost index for the twelve-month period ending June 30 of the preceding year.
Announcement Schedule: The Connecticut Department of Labor Commissioner must review the employment cost index percentage change and announce any adjustment by October 15 of each year. The adjusted rate takes effect on January 1 of the following year.
Future Increases: Based on this formula, Connecticut will continue to see annual minimum wage adjustments reflecting changes in the employment cost index. Workers and employers can expect the Connecticut Department of Labor to announce the 2027 minimum wage rate by October 15, 2026, with any increase taking effect January 1, 2027.
This automatic adjustment mechanism, established under Public Act 19-4, ensures Connecticut’s minimum wage keeps pace with economic changes without requiring annual legislative action. The employment cost index measures changes in employer costs for employee compensation and provides a broader measure of wage trends than consumer price index adjustments used in some other states.
Minimum Wage for Tipped Employees
Tipped Employee Cash Wage Requirements
Connecticut permits employers to pay tipped employees a reduced cash wage, provided that employee tips combined with the cash wage equal at least the full minimum wage. The state establishes different tip credit amounts for hotel and restaurant waitstaff versus bartenders.
Waitstaff cash wage requirement: $10.71 per hour
Maximum tip credit: $6.23 per hour
Total minimum compensation: $16.94 per hour (cash wage + tips)
Bartender cash wage requirement: $13.81 per hour
Maximum tip credit: $3.13 per hour
Total minimum compensation: $16.94 per hour (cash wage + tips)
The tip credit represents the portion of the minimum wage that employers may count toward their wage obligation using employee tips. Connecticut calculates the tip credit as a percentage of the minimum wage: approximately 36.8% for waitstaff and approximately 18.5% for bartenders. This structure results in bartenders receiving a higher guaranteed cash wage than other tipped employees.
Who Qualifies as a Tipped Employee
Under Connecticut law and regulations, a “tipped employee” is defined as an employee who customarily and regularly receives gratuities as part of their compensation. Federal law additionally requires that tipped employees receive more than $30 per month in tips.
Qualifying occupations for the tip credit include:
- Hotel and restaurant waitstaff (excluding bartenders)
- Bartenders in hotels and restaurants
- Other hotel and restaurant service employees who customarily receive tips
For the tip credit to apply, the employee must work in a job where tips have customarily and usually constituted and been recognized as part of wages. Connecticut regulations distinguish between service employees (who may be subject to tip credits) and non-service employees performing duties unrelated to serving customers.
Employer Obligations for Tipped Workers
Employers who claim a tip credit must comply with specific requirements established under Connecticut General Statutes § 31-60 and implementing regulations:
- Inform employees of the tip credit provisions before claiming the credit. Employees must understand that tips will be counted toward minimum wage requirements.
- Ensure total compensation (cash wage plus tips) equals or exceeds $16.94 per hour for all hours worked. If tips are insufficient to reach the minimum wage, employers must pay the difference.
- Maintain accurate records showing the amount of tips claimed as credit toward minimum wage as a separate item on wage records on a weekly basis.
- Provide substantial evidence that employees actually received the tips claimed. This typically requires signed statements from employees or other documentation.
- Record tips separately on payroll records even if wage payments are made more frequently than weekly.
Connecticut employers cannot take a tip credit unless these requirements are met. Failure to comply results in the loss of tip credit eligibility and potential wage violations.
Tip Pooling and Sharing
Connecticut law permits valid tip pooling or tip sharing arrangements among employees who customarily and regularly receive tips. Hotels and restaurants may require employees to pool or split tips with other service employees such as waiters, bartenders, busboys, and bellhops.
Permitted tip pool participants: Employees who customarily and regularly receive tips, including waiters, bartenders, bussers, and other service staff who interact with customers.
Prohibited tip pool participants: Employees who do not customarily and regularly receive tips cannot be required to participate in tip pools. This includes dishwashers, cooks, janitors, and management personnel.
Employer tip retention: Employers cannot keep any portion of employee tips for themselves. Tips belong entirely to employees.
Credit card tips: Under Connecticut law, employers who reduce credit card tips by transaction fees or impose surcharges cannot apply those reduced tips toward the tip credit calculation. If employers deduct credit card processing fees from tips, they must post notice to customers about this practice.
Where tips are pooled by employees, only the amounts actually received and retained by an individual employee may be applied toward the tip credit for that employee’s wages. The Connecticut Department of Labor enforces tip pooling regulations to ensure arrangements preserve the definition of tips as voluntary monetary contributions from customers for services rendered.
Local Minimum Wage Ordinances in Connecticut
Connecticut maintains a uniform statewide minimum wage with no local variations. State law does not authorize cities or counties to enact their own minimum wage rates different from the state standard.
All employers in Connecticut must comply with the uniform statewide rate of $16.94 per hour, regardless of location within the state. Whether businesses operate in Hartford, New Haven, Stamford, Bridgeport, or rural municipalities, the same minimum wage requirements apply.
Connecticut has not enacted statutory preemption expressly prohibiting local minimum wage ordinances. However, no cities or counties in Connecticut have attempted to establish minimum wages exceeding the state rate. The state’s relatively high minimum wage and automatic annual adjustments based on economic indicators reduce pressure for local jurisdictions to establish independent wage requirements.
Employers with locations in multiple Connecticut cities or with employees working in different municipalities need only track compliance with the single statewide minimum wage rate, simplifying payroll administration compared to states with local wage variations.
Who Is Covered and Who Is Exempt
Employees Covered by Connecticut Minimum Wage
Connecticut minimum wage law provides broad coverage to employees across industries and occupations. Unless specifically exempted by statute or regulation, covered employees include:
- Private sector workers: Full-time and part-time employees of private businesses of any size
- Salaried non-exempt employees: Employees paid on a salary basis who do not qualify for executive, administrative, or professional exemptions
- Hourly employees: Workers compensated on an hourly basis across all industries
- Temporary and seasonal workers: Workers employed for limited durations or specific seasons
- Part-time employees: Workers employed less than full-time hours
- Minor employees: Workers under age 18, subject to training wage provisions for first 200 hours
Connecticut does not exempt small employers from minimum wage requirements based on business size or revenue. Virtually all employers with employees must comply with state minimum wage law.
Executive, Administrative, and Professional Exemptions
Employees performing bona fide executive, administrative, or professional duties may be exempt from minimum wage requirements if they meet both salary and duties tests established under Connecticut regulations and federal Fair Labor Standards Act standards.
Salary basis requirement: Exempt employees must be paid on a salary basis, meaning they receive a predetermined amount of compensation each pay period that is not subject to reduction based on quality or quantity of work.
Duties tests: To qualify for exemption, employees must primarily perform executive, administrative, or professional duties as defined by Connecticut Department of Labor regulations. These tests examine the nature of work performed, level of discretion and independent judgment, and supervisory responsibilities.
Common exempt positions: Managers with significant supervisory duties and discretion, professional employees requiring advanced knowledge in a field of science or learning, administrative employees performing office or non-manual work directly related to management or general business operations, and outside sales employees.
Employers bear the burden of establishing that employees qualify for exempt status. Misclassification of non-exempt employees as exempt can result in wage violations and penalties.
Outside Sales Employees
Outside sales employees whose primary duty consists of making sales away from the employer’s place of business and who are customarily and regularly engaged away from the employer’s business location are exempt from minimum wage requirements. This exemption applies only to genuine outside sales positions, not delivery drivers or service technicians who occasionally make sales.
Agricultural Workers
Connecticut minimum wage law covers agricultural employees. Unlike some states that exempt agricultural workers, Connecticut requires agricultural employers to pay minimum wage. However, specific provisions under Connecticut General Statutes § 31-58a address minimum wage for minors in agricultural employment.
Independent Contractors
Properly classified independent contractors are not employees and therefore not covered by minimum wage requirements. However, Connecticut applies strict tests to determine independent contractor status. The Connecticut Department of Labor examines the economic realities of the working relationship, including factors such as:
- The degree of control exercised by the business
- The worker’s opportunity for profit or loss
- The worker’s investment in equipment or materials
- Whether the work requires special skill
- The permanency of the relationship
- The extent to which the work is an integral part of the business
Misclassification of employees as independent contractors to avoid minimum wage obligations can result in substantial penalties, back wages, and other remedies. Connecticut enforces independent contractor classifications to prevent wage law violations.
Workers with Disabilities
The Connecticut Labor Commissioner may issue special licenses authorizing employment of persons whose earning capacity is impaired by age, physical deficiency, mental deficiency, or injury at wages less than the minimum fair wage. These special licenses state the permitted wage rate and the period of time for which the license is valid.
This provision, found in Connecticut General Statutes § 31-67, allows employers to obtain authorization to pay subminimum wages to workers with disabilities whose productivity is affected by their impairment. Employers must apply to the Labor Commissioner for such licenses and comply with specified conditions.
Additional Exemptions
Connecticut law and regulations establish additional exemptions for specific categories of workers:
- Motor vehicle salespeople: Certain automobile salespeople may be exempt from minimum wage requirements
- Drivers and helpers: Employees subject to U.S. Secretary of Transportation hours of service regulations
- Outside salespeople: As defined by the Fair Labor Standards Act
- Certain commissioned employees: Meeting specific criteria under state and federal law
The Connecticut Department of Labor’s administrative regulations detail additional industry-specific exemptions and special minimum wage provisions. Employers should consult current regulations to determine applicability to specific employment situations.
Employer Obligations and Enforcement
Employer Compliance Obligations
Employers subject to Connecticut minimum wage law must meet specific obligations under state statutes and regulations:
- Pay the applicable minimum wage of $16.94 per hour (or higher tipped wage rates) for all hours worked by non-exempt employees
- Maintain accurate payroll records for three years documenting:
- Employee names, addresses, and occupations
- Hours worked each workday and workweek with beginning and ending times
- Wage rates and total wages paid each pay period
- Deductions from wages
- For tipped employees: amount of tips claimed as credit toward minimum wage
- Display required workplace posters informing employees of minimum wage rates and rights under Connecticut law
- Provide written notice to new hires of wage rates, hours of employment, and wage payment schedules as required under Connecticut General Statutes § 31-71f
- Pay wages weekly on a regular payday designated in advance, unless the Labor Commissioner approves less frequent pay periods
- Issue compliant wage statements showing gross wages, deductions, and net pay
Connecticut employers must keep time and wage records at the place of employment for three years. Records must show total daily and weekly hours worked, computed to the nearest 15-minute unit, and other information specified under state regulations.
Enforcement Agency and Procedures
The Connecticut Department of Labor, through its Wage and Workplace Standards Division, enforces minimum wage requirements in Connecticut. The Division has jurisdiction over approximately 1.6 million workers and over 100,000 employers in Connecticut.
Enforcement powers include:
- Investigating wage complaints filed by employees
- Conducting routine compliance inspections of businesses
- Examining payroll and other employment records
- Interviewing employees and taking testimony under oath
- Issuing violation notices and orders for wage violations
- Assessing civil penalties for violations
- Collecting unpaid wages on behalf of employees
- Referring cases for criminal prosecution when appropriate
The Connecticut Department of Labor has broad authority to investigate minimum wage complaints. During investigations, the agency may enter businesses during usual business hours, examine records, and interview employees. Employers must cooperate with investigations or face penalties of $25 to $100 for each day of non-compliance.
Filing a wage complaint:
Employees may file wage complaints with the Wage and Workplace Standards Division through:
- Online: Complaint forms available on the Connecticut Department of Labor website
- Phone: (860) 263-6790 (Monday, Wednesday, Friday, 8:00 AM – 4:30 PM)
- Mail: Connecticut Department of Labor, Wage and Workplace Standards Division, 200 Folly Brook Boulevard, Wethersfield, CT 06109
Connecticut law prohibits employer retaliation against employees who file wage complaints or cooperate with investigations. Employees have two years from the date wages were due to file complaints for non-payment of wages under Connecticut General Statutes § 52-596.
The Connecticut Department of Labor keeps complainant identities confidential to prevent potential reprisals. Investigation processes typically involve seeking mediation and settlement before pursuing formal enforcement actions.
Penalties and Remedies for Violations
Employers who violate Connecticut minimum wage law face multiple forms of liability:
Back Wages: Employers must pay employees the full difference between wages paid and the required minimum wage for all hours worked. Claims for unpaid wages typically extend back two years from the date of the complaint filing.
Liquidated Damages: Under Connecticut General Statutes § 31-68, employees may recover twice the full amount of unpaid minimum wages in civil actions, unless the employer establishes a good faith belief that underpayment complied with the law. When employers demonstrate good faith, employees recover the full amount of unpaid wages plus attorney fees.
Civil Penalties: The Labor Commissioner may assess civil penalties of $300 for each violation of Connecticut wage law. These penalties apply in addition to any back wage liability and other remedies.
Interest: Unpaid wages accrue interest from the date wages were due until payment is made.
Attorney Fees and Costs: Employees who prevail in minimum wage actions recover reasonable attorney fees and litigation costs, making it economically feasible for workers to pursue wage claims.
Criminal Penalties: Willful violations of minimum wage law may result in criminal prosecution. Employers who knowingly and intentionally violate wage requirements face potential fines and other criminal sanctions.
Stop Work Orders: The Connecticut Department of Labor may issue stop work orders to employers who fail to pay wages, halting business operations until wage violations are corrected.
Connecticut enforces minimum wage violations through both administrative procedures and civil litigation. The Connecticut Department of Labor may collect unpaid wages on behalf of employees and bring legal actions necessary for wage collection. The state Attorney General’s office prosecutes enforcement actions for penalties and remedies.
Connecticut Minimum Wage vs Federal Law
The Federal Minimum Wage Floor
The Fair Labor Standards Act (FLSA) establishes a federal minimum wage of $7.25 per hour, unchanged since July 24, 2009. This federal rate sets a floor for minimum wage requirements nationwide and applies to employers engaged in interstate commerce or with annual gross sales exceeding $500,000.
The federal minimum wage covers employees of enterprises that have at least two employees and gross annual sales of $500,000 or more, as well as employees of certain smaller businesses engaged in interstate commerce. Federal law also covers employees of hospitals, schools, and government agencies regardless of dollar volume of business.
When Connecticut Law Applies
Because Connecticut’s minimum wage of $16.94 substantially exceeds the federal minimum of $7.25, virtually all employees working in Connecticut are entitled to the higher state rate. Connecticut law applies to employers and employees within the state, providing significantly greater wage protection than federal requirements.
The federal minimum serves as a backstop only for the limited category of employers and employees who may fall outside Connecticut law coverage but within federal coverage. For the vast majority of employment relationships in Connecticut, state law governs minimum wage obligations.
Connecticut established its current minimum wage structure through Public Act 19-4, which implemented scheduled increases from 2019 through 2023, followed by annual adjustments based on the federal employment cost index. This mechanism ensures Connecticut’s minimum wage continues to exceed federal requirements and adjusts with economic conditions.
Higher Applicable Rate Rule
The fundamental principle governing minimum wage compliance is that employers must pay whichever rate—federal or state—provides employees the highest hourly wage. This rule ensures workers receive maximum protection under applicable law.
Practical Application:
- Identify all minimum wage rates that may apply (federal and state)
- Determine which rates cover the specific employer and employee
- Pay the highest applicable rate
In Connecticut, this typically means paying the state minimum wage of $16.94 per hour rather than the federal $7.25. Connecticut employers must track state law requirements and ensure compliance with the higher state standard.
For tipped employees, Connecticut’s tip credit structure differs from federal law. Federal law allows a maximum tip credit of $5.12 per hour, resulting in a minimum cash wage of $2.13 per hour. Connecticut’s smaller tip credits (higher cash wage requirements) for waitstaff and bartenders provide greater protection than federal law, and employers must comply with Connecticut’s higher cash wage requirements.
Minimum Wage Posting Requirements
Connecticut law requires employers to display official minimum wage notices in conspicuous locations accessible to all employees. The workplace poster must include current wage rates, employee rights under state law, and contact information for the Connecticut Department of Labor.
Obtaining required posters:
- Download: Connecticut Department of Labor website provides free downloadable posters
- Order printed copies: Contact Wage and Workplace Standards Division at (860) 263-6790 or write to Connecticut Department of Labor, 200 Folly Brook Boulevard, Wethersfield, CT 06109
- Available languages: English and Spanish versions available
Posting requirements:
The minimum wage notice must be posted in each workplace location where employees can readily see it. Typical posting locations include areas near time clocks, in employee break rooms, or other prominent locations where employees congregate or pass through regularly.
Employers must update posted notices when minimum wage rates change. With Connecticut’s annual January 1 adjustments, employers should obtain and display updated posters each year reflecting the new rate.
Compliance consequences:
Failure to display required workplace posters may result in citations and penalties from the Connecticut Department of Labor during routine inspections or wage complaint investigations. Proper posting demonstrates employer commitment to compliance and helps employees understand their wage rights.
The 2026 minimum wage posters are available for download from the Wage and Workplace Standards Division website. Employers should verify they display current posters reflecting the $16.94 minimum wage effective January 1, 2026.
Frequently Asked Questions: Minimum Wage in Connecticut 2026
What is the minimum wage in Connecticut in 2026?
The minimum wage in Connecticut is $16.94 per hour as of January 1, 2026. This rate applies to all covered non-exempt employees. Tipped employees in hotels and restaurants receive different minimum cash wages: $10.71 per hour for waitstaff and $13.81 per hour for bartenders, with tips bringing total compensation to at least $16.94 per hour.
When is the next minimum wage increase in Connecticut?
Connecticut’s minimum wage adjusts automatically every January 1 based on changes in the federal employment cost index. The Connecticut Department of Labor announces the next year’s rate by October 15. The January 1, 2027 minimum wage will be announced by October 15, 2026, reflecting the employment cost index change for the twelve-month period ending June 30, 2026.
Does Connecticut allow tip credit?
Yes, Connecticut permits tip credit for certain hotel and restaurant employees. Employers may pay waitstaff a minimum cash wage of $10.71 per hour (with tip credit up to $6.23) and bartenders $13.81 per hour (with tip credit up to $3.13). Combined cash wage and tips must equal at least $16.94 per hour. Employers must inform employees of tip credit provisions and maintain documentation.
Are there different minimum wages in different cities in Connecticut?
No, Connecticut maintains a uniform statewide minimum wage of $16.94 per hour. No cities or counties have enacted minimum wages different from the state rate. All employers throughout Connecticut must pay the same minimum wage regardless of location within the state.
Who is exempt from minimum wage in Connecticut?
Common exemptions include executive, administrative, and professional employees meeting salary and duties tests; outside sales employees; and certain motor vehicle salespeople. Workers with disabilities may receive subminimum wages with Labor Commissioner approval. Independent contractors are not covered. Most hourly and part-time workers, including those in service industries, are covered by minimum wage requirements.
What happens if an employer pays below minimum wage in Connecticut?
Employers who pay below minimum wage face back wage liability for the full difference, liquidated damages equal to or double the unpaid amount, civil penalties up to $300 per violation, and potential criminal prosecution for willful violations. Employees can file complaints with the Connecticut Department of Labor at (860) 263-6790 or through the online complaint system. Connecticut law prohibits retaliation against workers who report violations.
Do small businesses have to pay minimum wage in Connecticut?
Yes, virtually all employers in Connecticut must pay minimum wage regardless of business size. Connecticut does not exempt small employers based on number of employees or annual revenue. Even businesses with one employee must comply with the $16.94 hourly minimum wage requirement.
Is Connecticut’s minimum wage higher than the federal minimum?
Yes, Connecticut’s minimum wage of $16.94 is $9.69 higher than the federal minimum wage of $7.25. Employers in Connecticut must pay the higher state rate. Connecticut’s minimum wage ranks among the highest in the nation and substantially exceeds federal requirements.
How often does Connecticut increase its minimum wage?
Connecticut adjusts its minimum wage annually on January 1 based on changes in the federal employment cost index for the twelve-month period ending the prior June 30. The Connecticut Department of Labor announces the adjusted rate each October 15. This automatic adjustment mechanism ensures the minimum wage keeps pace with economic changes without requiring legislative action.
Can employers pay less than minimum wage during training?
Connecticut permits employers to pay learners, beginners, and workers under age 18 at 85% of the minimum wage ($14.40 per hour in 2026) for their first 200 hours of employment. After 200 hours, employers must pay the full $16.94 minimum wage. This training wage applies only to qualifying employees and requires compliance with specific conditions.
How to file a minimum wage complaint in Connecticut
Employees who believe they have not received proper minimum wage compensation may file complaints with the Connecticut Department of Labor Wage and Workplace Standards Division. Filing methods include:
- Online: Access complaint forms at Connecticut Department of Labor website
- Phone: (860) 263-6790 (Monday, Wednesday, Friday, 8:00 AM – 4:30 PM)
- Mail: Connecticut Department of Labor, Wage and Workplace Standards Division, 200 Folly Brook Boulevard, Wethersfield, CT 06109
The Connecticut Department of Labor will investigate complaints and may recover unpaid wages. Connecticut law prohibits employer retaliation against workers who file complaints or participate in investigations. Employees have two years from when wages were due to file complaints.
Do remote workers in Connecticut get the Connecticut minimum wage?
Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Connecticut performing work for out-of-state employers are typically entitled to Connecticut’s minimum wage of $16.94 per hour. Employers with remote Connecticut employees must comply with Connecticut wage law regardless of where the employer’s business is located.
Information Verification Log
All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.
| Source | Last Verified | Full URL |
|---|---|---|
| Connecticut General Statutes Chapter 558 (Wages) | February 4, 2026 | https://www.cga.ct.gov/current/pub/chap_558.htm |
| Connecticut Department of Labor – Wage and Workplace Standards | February 4, 2026 | https://portal.ct.gov/dol/divisions/wage-and-workplace-standards |
| Governor’s Office Press Release – 2026 Minimum Wage Increase | February 4, 2026 | https://portal.ct.gov/governor/news/press-releases/2025/09-2025/governor-lamont-announces-minimum-wage-will-increase |
| Public Act 19-4 (Fair Minimum Wage Act) | February 4, 2026 | https://www.cga.ct.gov/2018/TOB/h/2018HB-05388-R00-HB.htm |
| Connecticut Labor Regulation Posters | February 4, 2026 | https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/labor-regulation-posters |
| Wage Complaint Filing Information (CT DOL) | February 4, 2026 | https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-complaint |
| U.S. Department of Labor – Fair Labor Standards Act (FLSA) | February 4, 2026 | https://www.dol.gov/agencies/whd/flsa |