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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
Employees who are fired, discharged, terminated, or laid off
When an employer discharges an employee, the employer must pay the employee all
wages due no later than the end of the next business day. Connecticut Stat. 31-71c
Employees who quit or resign
When an employee quits or leaves employment, the employer must pay the employee all
wages due by the next regular pay day. Connecticut Stat. 31-71c
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee leaves employment as a result of a labor dispute, the employer must
pay the employee by the next regular pay day. Connecticut Stat. 31-71c
Wages in Dispute
In case of a dispute over the amount of wages between the employer and employee, the
employer must timely pay, without condition, all wages conceded by the employer to be
due, and the employee shall have all remedies provided by law. The acceptance by any
employee of a payment does not constitute a release as to the balance of his claim and
any release required by an employer as a condition to payment is void. Connecticut Stat.
31-71d
Employees who are fired, discharged, terminated, or laid off
When an employer discharges an employee, the employer must pay the employee all
wages due no later than the end of the next business day. Connecticut Stat. 31-71c
Employees who quit or resign
When an employee quits or leaves employment, the employer must pay the employee all
wages due by the next regular pay day. Connecticut Stat. 31-71c
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee leaves employment as a result of a labor dispute, the employer must
pay the employee by the next regular pay day. Connecticut Stat. 31-71c
Wages in Dispute
In case of a dispute over the amount of wages between the employer and employee, the
employer must timely pay, without condition, all wages conceded by the employer to be
due, and the employee shall have all remedies provided by law. The acceptance by any
employee of a payment does not constitute a release as to the balance of his claim and
any release required by an employer as a condition to payment is void. Connecticut Stat.
31-71d
Notice of Wage Reduction
An employer must inform employees in writing or through a posted notice maintained in a
place accessible to his employees, of any changes to wages, vacation pay, sick leave,
health and welfare benefits, practices and policies, and any comparable matters.
Connecticut Stat. 31-71f
An employer must inform employees in writing or through a posted notice maintained in a
place accessible to his employees, of any changes to wages, vacation pay, sick leave,
health and welfare benefits, practices and policies, and any comparable matters.
Connecticut Stat. 31-71f
Statement of Wages (Pay Stub)
Connecticut does not have any laws requiring employers to provide employees at the time
of payment any notice of wages paid, wage rates, deductions, or other wage payment
information.
Connecticut does not have any laws requiring employers to provide employees at the time
of payment any notice of wages paid, wage rates, deductions, or other wage payment
information.
Record Keeping Requirements
An employer must keep at the place of employment for a period of 3 years a true and
accurate record of:
- the hours worked by all employees, and
- the wages paid to each employee.
Connecticut Stat. 31-66
An employer must keep at the place of employment for a period of 3 years a true and
accurate record of:
- the hours worked by all employees, and
- the wages paid to each employee.
Connecticut Stat. 31-66
Frequency of Wage Payments
An employer must pay its employees weekly all wages due on a regular payday
designated by the employer. The payday can be no later than 8 days after the end of the
pay period. If the regular pay day falls on a nonwork day, the wages must be paid on the
preceding work day. Connecticut Stat. 31-71b
The Connecticut Department of Labor may, upon application, permit an employer to
establish regular pay days less frequently than weekly. An employer, even with approval,
cannot pay employees less frequently than monthly. Connecticut Stat. 31-71i
An employer must pay its employees weekly all wages due on a regular payday
designated by the employer. The payday can be no later than 8 days after the end of the
pay period. If the regular pay day falls on a nonwork day, the wages must be paid on the
preceding work day. Connecticut Stat. 31-71b
The Connecticut Department of Labor may, upon application, permit an employer to
establish regular pay days less frequently than weekly. An employer, even with approval,
cannot pay employees less frequently than monthly. Connecticut Stat. 31-71i
Manner of Payments
An employer may pay wages by cash, by check, or, with written consent of the employee, by
direct deposit into an account at a financial institution of the employee's choosing.
Connecticut Stat. 31-71b
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee has consented to
the deposit and the wages are deposited into a financial institution of the employee's
choosing. Connecticut Stat. 31-71b
An employer may pay wages by cash, by check, or, with written consent of the employee, by
direct deposit into an account at a financial institution of the employee's choosing.
Connecticut Stat. 31-71b
Direct Deposit
An employer may pay wages by direct deposit, so long as the employee has consented to
the deposit and the wages are deposited into a financial institution of the employee's
choosing. Connecticut Stat. 31-71b
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Notice Requirements
An employer must advise its employees in writing, at the time of hiring, of the rate of pay,
hours of employment and wage payment schedules, and inform employees, either in
writing or through a posted notice maintained in a place accessible to his employees, of:
- any employment practices and policies, or
- any changes to wages, vacation pay, sick leave, health and welfare benefits, practices and
policies, and any comparable matters.
Connecticut Stat. 31-71f
An employer must advise its employees in writing, at the time of hiring, of the rate of pay,
hours of employment and wage payment schedules, and inform employees, either in
writing or through a posted notice maintained in a place accessible to his employees, of:
- any employment practices and policies, or
- any changes to wages, vacation pay, sick leave, health and welfare benefits, practices and
policies, and any comparable matters.
Connecticut Stat. 31-71f
Deductions from Wages
An employer may not withhold or deduct wages from an employees pay check, unless:
(1) the employer is required or empowered to do so by state or federal law,
(2) the employer has written authorization from the employee for deductions on a form
approved by the Connecticut Department of Labor, or
(3) the deductions are authorized by the employee, in writing, for medical, surgical or
hospital care or service, without financial benefit to the employer and recorded in the
employer's wage record book,
(4) the deductions are for contributions attributable to automatic enrollment in a retirement
plan described in Section 401(k), 403(b), 408, 408A, or 457 of the Internal Revenue Code of
1986, or any subsequent corresponding internal revenue code of the United States,
established by the employer.
An employer may not deduct the following from an employees wages, unless the employee
has signed a form approved by the Connecticut Department of Labor:
- cash shortages,
- damaged or lost property,
- the cost of uniforms or necessary equipment,
- dishonored or bad checks,
- uniforms,
- tools or other necessary equipment, or
- any similar deductions.
Connecticut Stat. 31-71e
Uniforms, Tools, and Other Equipment Necessary for Employment
Connecticut does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment. However, the
Connecticut Dept. of Labor insinuates on its site that such a requirement would be lawful.
CT Dept. of Labor FAQs: Employers. An employer would be required to have the signed
consent of the employee on a form approved by the Connecticut Dept. of Labor to deduct
the cost of the uniform, tools, or other items from the employee's wages.
Medical or Physical Exams, including Drug Tests, Required for Employment
Connecticut does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
An employer may not withhold or deduct wages from an employees pay check, unless:
(1) the employer is required or empowered to do so by state or federal law,
(2) the employer has written authorization from the employee for deductions on a form
approved by the Connecticut Department of Labor, or
(3) the deductions are authorized by the employee, in writing, for medical, surgical or
hospital care or service, without financial benefit to the employer and recorded in the
employer's wage record book,
(4) the deductions are for contributions attributable to automatic enrollment in a retirement
plan described in Section 401(k), 403(b), 408, 408A, or 457 of the Internal Revenue Code of
1986, or any subsequent corresponding internal revenue code of the United States,
established by the employer.
An employer may not deduct the following from an employees wages, unless the employee
has signed a form approved by the Connecticut Department of Labor:
- cash shortages,
- damaged or lost property,
- the cost of uniforms or necessary equipment,
- dishonored or bad checks,
- uniforms,
- tools or other necessary equipment, or
- any similar deductions.
Connecticut Stat. 31-71e
Uniforms, Tools, and Other Equipment Necessary for Employment
Connecticut does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment. However, the
Connecticut Dept. of Labor insinuates on its site that such a requirement would be lawful.
CT Dept. of Labor FAQs: Employers. An employer would be required to have the signed
consent of the employee on a form approved by the Connecticut Dept. of Labor to deduct
the cost of the uniform, tools, or other items from the employee's wages.
Medical or Physical Exams, including Drug Tests, Required for Employment
Connecticut does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
| Wage Payment Laws for Private Sector Employers |
Topics Covered:
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
