🇺🇸 Connecticut Overtime Laws — 2026 UPDATE

Overtime Laws in Connecticut 2026: Pay Rates, Exemptions & Tax Deduction (2026)

⚠️Informational only — not legal or tax advice.

Guide for Connecticut overtime laws 2026

Last verified: March 3, 2026

Next scheduled review: June 3, 2026

Overtime in Connecticut 2026

Table of Contents

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Connecticut Overtime Laws at a Glance (2026)

Connecticut Overtime Laws at a Glance (2026)
Item Details
Overtime threshold 40 hours per workweek
Overtime pay rate 1.5× regular rate of pay
Double time No
7th consecutive day rule No
State minimum wage (2026) $16.94/hour
Exempt salary threshold (2026) Federal: $684/week ($35,568/yr) — governs, as it exceeds Connecticut's $475/week state threshold
Daily overtime No — weekly calculation only
State enforcement agency Connecticut Department of Labor, Wage and Workplace Standards Division
Federal enforcement U.S. DOL Wage and Hour Division
Overtime tax deduction (federal) Up to $12,500/yr (2025–2028) — FLSA-covered workers
Statute of limitations 2 years (CTDOL administrative complaint) / 2 years FLSA (3 if willful)

Governing law: Connecticut General Statutes §§ 31-76b–31-76i; Fair Labor Standards Act, 29 U.S.C. § 207
Last verified: March 3, 2026

Does Connecticut Have Its Own Overtime Law?

Connecticut has its own overtime statute under Connecticut General Statutes §§ 31-76b through 31-76i (Chapter 558 — Wages), which requires employers to pay nonexempt employees 1.5 times their regular rate for all hours worked over 40 in a workweek.

Connecticut’s overtime provisions largely mirror the federal Fair Labor Standards Act (FLSA) in the core 40-hour weekly threshold. However, Connecticut law contains notable differences that affect which employees qualify for exemption.

When Connecticut law and federal FLSA rules differ, the standard more favorable to the employee applies.

Key differences between Connecticut and federal overtime law:

  • No computer professional exemption under state law. The FLSA exempts certain computer employees earning at least $684/week or $27.63/hour (29 C.F.R. § 541.400). Connecticut’s administrative regulations (§§ 31-60-14 through 31-60-16) do not recognize this exemption. An employee who qualifies as exempt under the FLSA computer professional exemption may still be entitled to overtime under Connecticut law if the employer is subject to both.
  • No highly compensated employee (HCE) exemption under state law. The FLSA exempts employees earning at least $107,432/year who customarily perform at least one exempt duty (29 C.F.R. § 541.601). Connecticut regulations do not include a comparable HCE exemption.
  • State salary threshold ($475/week) is lower than federal ($684/week). Connecticut sets its own salary threshold at $475/week for executive, administrative, and professional exemptions. Because the federal $684/week threshold is higher (and therefore more favorable to employees), the federal threshold governs for employers covered by the FLSA.
  • Connecticut prohibits waiving overtime pay. Under CGS §§ 31-60 and 31-68, an employee cannot agree to forgo overtime pay owed under state law.

State statute: Connecticut General Statutes §§ 31-76b–31-76i — https://www.cga.ct.gov/current/pub/chap_558.htm
Federal statute: Fair Labor Standards Act, 29 U.S.C. § 207 — https://www.dol.gov/agencies/whd/overtime
State agency: Connecticut Department of Labor, Wage and Workplace Standards — https://portal.ct.gov/dol/divisions/wage-and-workplace-standards

How Overtime Pay Is Calculated in Connecticut

What Is a “Workweek”?

Under the FLSA and Connecticut law, a workweek is a fixed, regularly recurring period of 168 consecutive hours (seven consecutive 24-hour periods). A workweek does not have to start on Monday or align with a calendar week — the employer may designate any day and time as the start of the workweek.

Each workweek stands alone. An employer cannot average hours across two or more workweeks to avoid overtime. If an employee works 50 hours one week and 30 hours the next, overtime is owed for the first week regardless of the second.

Connecticut law makes clear that overtime is owed for actual hours worked over 40. There is no requirement to pay overtime on a daily basis, on weekends, or on holidays unless a separate agreement exists.

Source: 29 C.F.R. §§ 778.104–778.105; Connecticut General Statutes § 31-76c

Pay Rates

Under Connecticut law (CGS § 31-76c) and the FLSA, nonexempt employees earn overtime at:

Time-and-a-half (1.5× regular rate):

  • All hours worked over 40 in a workweek

There is no daily overtime threshold in Connecticut and no double-time requirement under state or federal law.

What Counts as the “Regular Rate of Pay”

The regular rate is not always the same as the hourly wage. Under the FLSA (29 C.F.R. § 778.108), the regular rate includes:

  • Base hourly rate or salary equivalent
  • Non-discretionary bonuses and incentive pay
  • Shift differentials
  • Commissions
  • Piece-rate earnings

The regular rate does NOT include:

  • Discretionary bonuses (e.g., holiday gifts)
  • Employer contributions to benefit plans
  • Vacation, holiday, or sick pay when no work is performed

Calculation Example

Example — Weekly overtime in Connecticut:

An employee earns $16.94/hour (Connecticut minimum wage) and works 48 hours in one workweek:

  • Regular pay: 40 hours × $16.94 = $677.60
  • Overtime rate: $16.94 × 1.5 = $25.41/hour
  • Overtime pay: 8 hours × $25.41 = $203.28
  • Total weekly gross pay: $880.88

Example — Higher-wage employee:

An employee earns $22.00/hour and works 45 hours in one workweek:

  • Regular pay: 40 hours × $22.00 = $880.00
  • Overtime rate: $22.00 × 1.5 = $33.00/hour
  • Overtime pay: 5 hours × $33.00 = $165.00
  • Total weekly gross pay: $1,045.00

For the current Connecticut minimum wage used in these calculations, see the Connecticut Minimum Wage page.

Source: Connecticut General Statutes § 31-76c; 29 C.F.R. §§ 778.108–778.122

Who Is Exempt from Overtime in Connecticut?

Not all employees in Connecticut are entitled to overtime pay. Employees may be classified as “exempt” under federal and/or state law. The analysis requires both a duties test and a salary test.

Federal FLSA Exemption Requirements

To be exempt from overtime under the FLSA, an employee must meet ALL THREE criteria:

1. Salary basis test: Paid a predetermined, fixed salary each pay period (not hourly)

2. Salary level test: Earn at least $684 per week ($35,568 per year)

3. Duties test: Perform specific job duties in one of these categories:

Overtime Exemptions (EAP Categories)
Exemption Key duty requirement
Executive Manages enterprise or department; directs 2+ employees; authority to hire/fire
Administrative Office/non-manual work related to management or business operations; exercises independent judgment
Professional Work requiring advanced knowledge in science or learning (prolonged specialized study)
Computer employee Systems analysis, programming, software engineering — $684/week salary OR $27.63/hour
Outside sales Primary duty is making sales away from employer's place of business

Source: 29 C.F.R. Part 541

Connecticut State Exemption Requirements

Connecticut’s administrative regulations (§§ 31-60-14 through 31-60-16) set out the state’s own exemption requirements. Key distinctions from federal law:

Connecticut’s salary threshold is $475/week for executive, administrative, and professional employees. However, because the FLSA’s $684/week threshold is higher and more favorable to employees, FLSA-covered employers must apply the federal threshold.

Connecticut does not recognize the following FLSA exemptions:

  • Computer professional exemption (29 C.F.R. § 541.400)
  • Highly compensated employee (HCE) exemption (29 C.F.R. § 541.601)

Under Connecticut law, the burden of proof is on the employer to demonstrate that a job qualifies for an exemption. Job titles alone are not sufficient — actual duties performed are the determining factor.

What Happened to the 2024 DOL Salary Threshold Increase?

In April 2024, the U.S. Department of Labor issued a final rule that would have raised the exempt salary threshold to $1,128/week ($58,656/year) effective January 1, 2025.

On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated that rule nationwide in Texas v. U.S. Department of Labor (No. 4:24-cv-00499).

The salary threshold remains $684/week ($35,568/year) as of 2026.

Connecticut-Specific Overtime Exemptions (CGS § 31-76i)

In addition to the standard white-collar exemptions, Connecticut law (CGS § 31-76i) exempts certain categories of workers from the overtime requirements of CGS §§ 31-76b–31-76j:

  • Agricultural employees
  • Any salesman primarily engaged in selling automobiles (or automotive mechanics meeting specific criteria under an incentive plan)
  • Any driver or helper where the U.S. Secretary of Transportation has authority to establish qualifications and maximum hours of service (Motor Carrier Act)
  • Any employee of a carrier by air subject to the Railway Labor Act
  • Any employee employed as a seaman
  • Any employee employed as an announcer, news editor, or chief engineer by a radio or television station
  • Taxicab drivers employed by a taxicab business
  • Permanent paid members of the uniformed police force of municipalities
  • Permanent paid members of the uniformed fire departments of municipalities
  • Mortgage loan originators who are highly compensated employees (meeting specific criteria)

Source: Connecticut General Statutes § 31-76i — https://www.cga.ct.gov/current/pub/chap_558.htm
State exemption regulations: Conn. Agencies Regs. §§ 31-60-14, 31-60-15, 31-60-16
CTDOL exempt/non-exempt guidance: https://portal.ct.gov/dol/knowledge-base/articles/wage-and-workplace-standards/exempt-non-exempt-employees-for-the-purposes-of-wage-and-hour-laws

Federal Overtime Tax Deduction: "No Tax on Overtime" (2025–2028)

The One Big Beautiful Bill Act (Public Law 119-21), signed on July 4, 2025, created a new federal income tax deduction for qualified overtime compensation under Internal Revenue Code § 225.

This deduction is available for tax years 2025 through 2028.

Who Is Eligible

  • Nonexempt employees covered by the Fair Labor Standards Act (29 U.S.C. § 207)
  • Must have a Social Security number valid for employment
  • Cannot use the Married Filing Separately filing status

Who is NOT eligible:

  • Exempt (salaried) employees who do not receive FLSA overtime
  • Independent contractors (1099 workers) who are not FLSA-covered
  • Employees receiving overtime only under state law, employer policy, or collective bargaining (if that overtime is not also required by the FLSA)

What Is Deductible

The deduction covers the premium portion of overtime pay — specifically the amount that exceeds the regular rate of pay.

Overtime Premium — Deductible Portion Example ($20/hr Regular Rate)
Overtime type What is deductible Example ($20/hr regular rate)
Time-and-a-half (1.5×) The "half" — 1/3 of total OT pay $10/hr per OT hour ($30 − $20)

IRS shortcut for 2025: If you only know your total overtime pay and were paid time-and-a-half, divide the total overtime amount by 3. (Source: IRS Notice 2025-69)

Deduction Limits
Filing status Maximum annual deduction Phase-out begins Phase-out complete
Single $12,500 $150,000 MAGI See IRS guidance
Married filing jointly $25,000 $300,000 MAGI See IRS guidance
W-2 Reporting
Tax year Employer reporting requirement
2025 NOT required to separately report (transition year — IRS Notice 2025-62). May voluntarily report in W-2 Box 14 as "QUAL OT" or provide a separate statement.
2026 and later REQUIRED to separately report qualified overtime compensation. The IRS has published a draft W-2 form indicating Box 12, Code TT for this purpose (draft form, subject to change before finalization).

If an employer did not separately report overtime for 2025, the IRS allows employees to use “any reasonable method” to calculate the deductible amount, including:

  • One-third of total overtime pay (for time-and-a-half workers)
  • Payroll records or pay stubs showing overtime hours and rates
  • Employer statements or online portal information

What This Deduction Does NOT Do

  • Does NOT exempt overtime from Social Security (6.2%) or Medicare (1.45%) taxes
  • Does NOT automatically apply to Connecticut state income taxes (see below)
  • Does NOT change how much overtime pay an employee receives — it reduces federal taxable income when filing
  • Does NOT apply to overtime paid solely under state law or employer policy that exceeds FLSA requirements

Source: IRS FAQs on Qualified Overtime Compensation Deduction; IRS Notice 2025-69; IRS Notice 2025-62; IRC § 225; P.L. 119-21, § 70202; Schedule 1-A (Form 1040)
Official IRS page: https://www.irs.gov/newsroom/questions-and-answers-about-the-new-deduction-for-qualified-overtime-compensation

Connecticut State Income Tax and the Overtime Deduction

Connecticut imposes a state income tax with rates ranging from 2% to 6.99%, administered by the Connecticut Department of Revenue Services (DRS).

Connecticut has rolling conformity with the federal Internal Revenue Code. This means Connecticut automatically adopts changes to the federal IRC as they are enacted, unless the state legislature explicitly decouples from specific provisions.

As of March 2026, Connecticut has not enacted legislation to decouple from the IRC § 225 overtime deduction. Under Connecticut’s rolling conformity framework, the federal overtime deduction — which reduces federal adjusted gross income (AGI) — flows through to Connecticut taxable income calculations, because Connecticut taxable income is computed with reference to federal AGI with state-specific modifications.

What this means for Connecticut workers: Employees who claim the federal overtime deduction under IRC § 225 may also see a reduction in their Connecticut taxable income for tax years 2025–2028, provided Connecticut has not enacted decoupling legislation prior to filing.

Important note: Connecticut’s conformity status is subject to change through legislative action. Connecticut workers should verify current guidance from the Connecticut Department of Revenue Services (DRS) at https://portal.ct.gov/drs before filing their state return.

Cross-reference: For Connecticut income tax brackets and rates, see the Connecticut Income Tax page.

Can an Employer Require Overtime in Connecticut?

Under the FLSA, there is no federal limit on the number of hours an employer can require an adult employee (age 16 and older) to work in a workweek, as long as the employee is properly compensated for all overtime hours.

An employer may discipline or terminate an at-will employee for refusing to work overtime, unless a specific law, employment contract, or collective bargaining agreement provides otherwise.

Connecticut is an at-will employment state. Employers in Connecticut may require overtime work. Employees who refuse overtime may face disciplinary action up to and including termination, absent a contractual or statutory protection.

Connecticut Day of Rest Provisions

Connecticut law (CGS § 53-303e) requires employers to provide employees with at least 24 consecutive hours off in each calendar week. This provision does not limit the number of total hours an employer may require; it ensures one day of rest per week. Employees who work on their designated day of rest are not automatically entitled to premium pay under state law unless total weekly hours exceed 40.

Connecticut also has provisions prohibiting employers from requiring certain employees to work on their Sabbath where religious observance would be implicated (CGS § 53-303e).

Connecticut Healthcare Worker Protections

Connecticut does not impose general mandatory overtime restrictions applicable to all industries. However, Connecticut law (CGS § 19a-493b) limits mandatory overtime for certain healthcare workers at hospitals and other healthcare facilities:

  • Registered nurses and other licensed healthcare personnel may not be required to work mandatory overtime (defined as hours beyond a previously scheduled shift) at hospitals, as a condition of employment.
  • Exceptions exist for emergency or disaster situations where voluntary personnel are not available.

Source: CGS § 19a-493b — https://www.cga.ct.gov/current/pub/chap_368v.htm

Protections That Always Apply

Regardless of mandatory overtime policies, the following protections apply in Connecticut:

  • All overtime hours must be compensated at the applicable overtime rate (CGS § 31-76c)
  • Employers cannot retaliate against employees who file wage complaints (CGS § 31-69b; 29 U.S.C. § 215(a)(3))
  • Disability accommodation requests under the ADA or Connecticut’s disability discrimination law may limit overtime requirements
  • Child labor laws restrict hours for employees under 18

Source: 29 U.S.C. § 207; Connecticut General Statutes § 31-76c; CGS § 19a-493b

Industry-Specific Overtime Rules in Connecticut

Agriculture

Under the FLSA, agricultural workers employed on small farms are exempt from overtime requirements (29 U.S.C. § 213(b)(12)). Connecticut’s state overtime statute (CGS § 31-76i) also exempts agricultural employees from state overtime requirements. Connecticut farm workers are not entitled to overtime pay under either federal or state law unless employed by a large agricultural operation covered by the standard FLSA overtime provisions.

Healthcare (8-and-80 System)

Under 29 U.S.C. § 207(j), hospitals and residential care facilities may enter into a written agreement with employees to use a 14-day work period instead of the standard 7-day workweek. Under this alternative, overtime is owed for:

  • Hours worked over 8 in a workday, OR
  • Hours worked over 80 in the 14-day period

Whichever calculation results in more overtime pay governs.

Connecticut General Statutes § 31-76h specifically authorizes this arrangement for hospital employees in Connecticut, consistent with federal law.

Source: 29 U.S.C. § 207(j); Connecticut General Statutes § 31-76h

Motor Carrier Exemption

Employees whose duties affect the safe operation of motor vehicles in interstate commerce may be exempt from FLSA overtime under the Motor Carrier Act exemption (49 U.S.C. § 31502). Connecticut law (CGS § 31-76i(1)) mirrors this exemption for drivers and helpers subject to federal hours-of-service regulations.

Retail and Commission Employees

Under 29 U.S.C. § 207(i), retail or service employees paid more than half their earnings in commissions may be exempt from overtime if their regular rate exceeds 1.5 times the applicable minimum wage.

Public Sector / Compensatory Time

Under the FLSA (29 U.S.C. § 207(o)), public employers (state and local government) may offer compensatory time off instead of overtime pay, provided:

  • The comp time accrues at 1.5 hours for each overtime hour worked
  • A prior agreement exists between the employer and employee (or union)
  • The cap is 240 hours of accrued comp time (or 480 hours for public safety, emergency response, and seasonal employees)

Private-sector employers in Connecticut cannot substitute comp time for overtime pay. Nonexempt employees in private industry must receive overtime wages — not time off — for hours worked over 40 in a workweek.

Connecticut state government and municipalities may use comp time arrangements consistent with federal requirements.

Source: 29 U.S.C. § 207(o); Connecticut General Statutes §§ 31-76b–31-76i

How to File an Overtime Wage Complaint in Connecticut

Employees in Connecticut who believe they have not received proper overtime pay have three options:

Option 1: Connecticut Department of Labor — Wage and Workplace Standards Division

How to File an Overtime Wage Complaint in Connecticut
Item Details
Agency Connecticut Department of Labor, Wage and Workplace Standards Division
Online filing https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-complaint
Phone (860) 263-6790 (Monday, Wednesday, Friday — 8am–4:30pm)
Address 200 Folly Brook Blvd, Wethersfield, CT 06109
Deadline 2 years from the date of the violation (CTDOL administrative investigation limit)

Note: The CTDOL Wage and Workplace Standards Division is currently experiencing significant processing delays. As of early 2026, new claims may be 8–10 months behind assignment. Employees close to the 2-year deadline should also consider filing a federal complaint or private lawsuit to preserve their rights.

For retaliation complaints (if fired or penalized for filing a wage claim), a separate complaint may be filed with the CTDOL Legal Division:
Email: DOL.LegalDivision@ct.gov | Fax: (860) 263-6768
Source: https://portal.ct.gov/dol/divisions/legal/retaliation-complaints

Option 2: U.S. Department of Labor — Wage and Hour Division

Federal Wage and Hour Complaint
Item Details
Online https://www.dol.gov/agencies/whd/contact/complaints
Phone 1-866-487-9243 (toll-free)
Deadline 2 years from violation (3 years if willful)

Option 3: Private Lawsuit

Employees may file a civil action against their employer in Connecticut Superior Court or federal court under:

  • Federal law: 29 U.S.C. § 216(b) (FLSA private right of action)
  • State law: Connecticut General Statutes § 31-72 (civil action to collect wages)

Remedies under Connecticut law (CGS § 31-72):

Connecticut’s civil wage recovery statute provides stronger remedies than the FLSA in some respects:

  • Twice the full amount of unpaid wages (double damages), unless the employer establishes a good-faith belief that its conduct was lawful, in which case recovery is limited to the full unpaid amount
  • Reasonable attorney’s fees
  • Court costs

This means Connecticut employees who prevail in a civil wage action may recover double their unpaid overtime, rather than single back pay plus equal liquidated damages as under the FLSA.

FLSA remedies (29 U.S.C. § 216(b)):

  • Back wages owed
  • An equal amount as liquidated (double) damages
  • Reasonable attorney’s fees and court costs

Retaliation Protection

Under Connecticut law (CGS § 31-69b) and the FLSA (29 U.S.C. § 215(a)(3)), employers cannot retaliate against employees for:

  • Filing an overtime wage complaint
  • Participating in a wage investigation
  • Testifying in proceedings related to overtime violations

Employees who believe they have been retaliated against may file a complaint with the CTDOL Legal Division or pursue a private cause of action.

Source: Connecticut General Statutes §§ 31-72, 31-69b; 29 U.S.C. §§ 215(a)(3), 216(b)
CTDOL complaint page: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-complaint

Penalties for Overtime Violations in Connecticut

Federal FLSA Penalties
Penalty type Amount
Back wages Full amount of unpaid overtime owed
Liquidated damages Equal to unpaid wages (effectively doubles recovery)
Civil monetary penalty Up to $2,451 per violation (willful/repeated — adjusted annually)
Criminal prosecution Willful: fines up to $10,000; second offense: up to 6 months imprisonment

Source: 29 U.S.C. § 216

Connecticut State Penalties

Civil penalty (administrative): Under Connecticut regulations (Conn. Agencies Regs. §§ 31-71h-1 through 31-71h-6), the Labor Commissioner shall assess a civil penalty of $300 per violation upon finding a violation of Chapter 557 (Wage Payment) or Chapter 558 (Wages). A separate penalty is assessed for each individual employee affected, and additional penalties may apply when an employer violates more than one statutory provision with respect to the same employee.

Double wages (civil action): Under CGS § 31-72, an employee who prevails in a civil action may recover twice the full amount of unpaid wages unless the employer proves a good-faith belief that the underpayment was lawful. This effectively doubles recovery beyond what the FLSA provides in many situations where good faith cannot be established.

Attorney’s fees: The employee may recover reasonable attorney’s fees and court costs under both CGS § 31-72 and 29 U.S.C. § 216(b).

Source: Connecticut General Statutes §§ 31-69a, 31-72; Conn. Agencies Regs. §§ 31-71h-1 through 31-71h-6

Connecticut Overtime Law Updates (2025–2026)

Federal Changes Affecting Connecticut

  • July 4, 2025: One Big Beautiful Bill Act signed — created federal overtime tax deduction for tax years 2025–2028 (IRC § 225; P.L. 119-21)
  • November 15, 2024: U.S. District Court vacated the DOL’s 2024 salary threshold increase — exempt salary threshold remains $684/week ($35,568/year) under 29 C.F.R. Part 541

Connecticut Changes

  • January 1, 2026: Connecticut minimum wage increased from $16.35/hour to $16.94/hour, raising the minimum overtime rate from $24.53/hour to $25.41/hour (1.5× minimum wage)
  • Connecticut’s minimum wage is now indexed to inflation (tied to the Employment Cost Index) for adjustments after the final scheduled increase in 2023. The $16.94 figure reflects the indexed increase effective January 1, 2026.

Connecticut Tax Conformity and the Overtime Deduction

As noted in Section 5, Connecticut has rolling conformity with the IRC. As of March 2026, no Connecticut decoupling legislation specific to the IRC § 225 overtime deduction has been enacted. Connecticut workers and employers should monitor DRS guidance for any updates:

Last reviewed: March 3, 2026
Next scheduled review: June 3, 2026

Frequently Asked Questions About Overtime in Connecticut

Does Connecticut have overtime laws?

Yes. Connecticut has its own overtime statute under Connecticut General Statutes §§ 31-76b through 31-76i, which requires employers to pay nonexempt employees 1.5 times their regular rate of pay for all hours worked over 40 in a workweek. Connecticut law also contains specific exemption provisions that differ from the FLSA, notably the absence of a computer professional exemption and a highly compensated employee exemption under state law.

What is the overtime rate in Connecticut in 2026?

The overtime rate in Connecticut is 1.5 times the employee’s regular rate of pay for all hours worked over 40 in a workweek. Based on Connecticut’s 2026 minimum wage of $16.94/hour, the minimum overtime rate is $25.41/hour. Connecticut does not require double time (2× regular rate) under state or federal law.

Does Connecticut require daily overtime?

No. Overtime in Connecticut is calculated on a weekly basis only. Working more than 8 hours in a single day does not trigger overtime under Connecticut or federal law unless total hours in the workweek exceed 40.

Is mandatory overtime legal in Connecticut?

Under federal law, employers can generally require adult employees (age 16+) to work overtime. Connecticut is an at-will employment state, and employers may require overtime. Employees who refuse may face discipline or termination absent a protective contract or statute. However, Connecticut law (CGS § 19a-493b) restricts mandatory overtime for registered nurses and certain licensed healthcare personnel at hospitals and healthcare facilities. All overtime hours must be compensated at the applicable overtime rate regardless of whether the overtime was mandatory or voluntary.

Am I exempt from overtime in Connecticut?

Exemption depends on both salary level and job duties. Under the FLSA (which governs FLSA-covered Connecticut employers), employees must earn at least $684/week on a salary basis AND perform executive, administrative, or professional duties. Connecticut’s own salary threshold is $475/week, but because the federal $684/week is higher and more protective of employees, it governs for employers covered by the FLSA. Connecticut does not recognize the federal computer professional or highly compensated employee exemptions under state law.

Can salaried employees get overtime in Connecticut?

Yes. Being paid a salary does not automatically make an employee exempt from overtime. Salaried employees who earn less than $684/week or who do not meet the applicable duties tests are nonexempt and entitled to overtime pay for hours worked over 40 in a workweek. Under Connecticut law, the burden of proof to establish an exemption rests on the employer.

Is overtime taxed in Connecticut?

Overtime pay is subject to federal and Connecticut state income taxes when earned. However, under the One Big Beautiful Bill Act (IRC § 225, 2025–2028), FLSA-covered nonexempt employees may deduct up to $12,500 ($25,000 for married filing jointly) of the premium portion of overtime from federal taxable income. Because Connecticut has rolling IRC conformity and has not enacted decoupling legislation as of March 2026, Connecticut workers may also benefit from a reduction in state taxable income — but workers should verify current guidance from the Connecticut DRS before filing.

How do I calculate the overtime tax deduction?

For time-and-a-half pay, the deductible amount (the “qualified overtime compensation”) is one-third of total overtime pay. For example, if you earned $9,000 in total overtime pay at time-and-a-half, the qualified overtime compensation deductible is $3,000. The IRS confirms this calculation method in Notice 2025-69.

How do I file an overtime complaint in Connecticut?

File a wage claim online with the Connecticut Department of Labor, Wage and Workplace Standards Division at https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-complaint, or call (860) 263-6790. You may also file with the U.S. DOL Wage and Hour Division at 1-866-487-9243. The CTDOL’s administrative investigation covers the 2 years prior to the complaint filing date. The FLSA statute of limitations is 2 years (3 years for willful violations).

Can my employer fire me for refusing overtime in Connecticut?

In most cases, yes. Connecticut is an at-will employment state. Employers may discipline or terminate employees who refuse overtime, unless a law, employment contract, or collective bargaining agreement provides otherwise. However, an employer cannot retaliate against an employee for filing a wage complaint or exercising rights under overtime law (CGS § 31-69b; 29 U.S.C. § 215(a)(3)).

Can my employer give comp time instead of overtime pay?

Under the FLSA and Connecticut law, private-sector employers cannot offer comp time in lieu of overtime pay. Nonexempt private-sector employees must receive cash wages at 1.5 times their regular rate for all overtime hours worked. Public-sector employers (state and local government) may offer comp time at 1.5 hours per overtime hour, up to 240 hours accrued (480 hours for public safety/emergency employees), consistent with 29 U.S.C. § 207(o).

Does working on weekends or holidays count as overtime in Connecticut?

No. Under both the FLSA and Connecticut law, working on weekends or holidays does not automatically constitute overtime. Connecticut law explicitly states there is no requirement to pay overtime for weekend or holiday work unless total hours worked in the workweek exceed 40. Overtime depends entirely on total hours worked in the designated workweek.

What happens if my employer doesn’t pay overtime in Connecticut?

Employees may recover unpaid overtime wages through the CTDOL administrative process or through a private civil action. Under CGS § 31-72, a successful lawsuit can result in recovery of double the unpaid wages (unless the employer proves good faith), plus attorney’s fees and costs. Under the FLSA (29 U.S.C. § 216(b)), recovery includes back wages, an equal amount in liquidated damages, and attorney’s fees. Civil penalties of $300 per violation may also be assessed by the CTDOL (Conn. Agencies Regs. § 31-71h-2).

What is the statute of limitations for overtime claims in Connecticut?

The Connecticut Department of Labor can investigate wage claims covering the 2 years prior to the complaint filing date. Under the FLSA, the statute of limitations is 2 years (3 years for willful violations). Employees should file promptly to maximize the recoverable period.

Does Connecticut have overtime rules for hospital employees?

Yes. Connecticut General Statutes § 31-76h specifically authorizes hospitals and residential care facilities to use the federal 8-and-80 system: a 14-day work period during which overtime is owed for hours over 8 in a workday or over 80 in the 14-day period, whichever produces more overtime pay. Additionally, CGS § 19a-493b limits mandatory overtime for registered nurses and certain licensed healthcare staff at hospitals, except in genuine emergencies.

Are Connecticut police and firefighters entitled to overtime?

Permanent paid members of Connecticut municipal police and fire departments are exempt from state overtime under CGS § 31-76i. However, they are entitled to overtime protections under the FLSA, which provides special rules for law enforcement and firefighting employees (29 U.S.C. § 207(k)), allowing use of a work period of 7 to 28 days for calculating overtime. For law enforcement, overtime is owed after 171 hours in a 28-day period; for firefighting, after 212 hours in a 28-day period.

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