- Frequency of Wage Payments
- Manner of Wage Payments
- Direct Deposit
- Payment upon Separation from Employment
- Wages in Dispute
- Deductions from Wages
- Uniforms, Tools, and Other Equipment Necessary for Employment
- Pre-hire Medical, Physical, or Drug Tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
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. Conn. 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. Conn. Stat. 31-71i
Manner of Wage Payments
A private or non-Connecticut state employer may pay wages by:
- cash,
- check, or,
- direct deposit into an account at a financial institution of the employee’s choosing, with written consent of the employee.
Conn. Stat. 31-71b
A Connecticut state employer must pay employees by direct deposit, unless the employee has requested otherwise. Conn. Stat. 31-71b
Direct Deposit
A private or non-Connecticut state employer may pay wages by direct deposit, so long as the employee has consented in writing to the deposit and the wages are deposited into a financial institution of the employee’s choosing. Conn. Stat. 31-71b
A Connecticut state employer must pay employees by direct deposit, unless the employee has requested otherwise. Conn. Stat. 31-71b
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. Conn. 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. Conn. 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. Conn. 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. Conn. Stat. 31-71d
Deductions from Wages
An employer may not withhold or deduct wages from an employees pay check, unless:
- the employer is required or empowered to do so by state or federal law,
- the employer has written authorization from the employee for deductions on a form approved by the Connecticut Department of Labor;
- 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;
- 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 employee’s 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.
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.
Pre-hire Medical, Physical, or Drug Tests
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.
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. Conn. Stat. 31-71f
Statement of Wages (Pay Stub)
Connecticut requires employers to provide employees with each wage payment a statement of wages (paystub) that contains a record of:
- hours worked
- gross earnings showing straight time and overtime as separate entries for non-exempt employees (not required for exempt from payment of overtime under Connecticuts minimum wage law or the FLSA)
- itemized deductions
- net earnings
Employers may provide the statement of wages in writing or, with the explicit consent of employees, electronically. If employers choose to provide statements of wages (paystubs) electronically, they must provide a means for each employee to securely, privately and conveniently access and print the statement of wages. Employer must also include reasonable safeguards regarding any information contained in electronic statements of wages to protect the confidentiality of employee personal 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.
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.
