Connecticut emphasizes transparency and worker protections via wage-range disclosure, statewide paid sick time, and targeted limits on non-compete agreements for clinicians. Complementary rules from a mandated retirement program to required meal breaks create a clear, structured baseline for employer compliance.
When it comes to talent and workforce management, Connecticut-based employers need to comply with the following state employment laws:
The below information was last updated September 9, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to US labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Connecticut currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Connecticut can pass a right-to-work law in the future if it chooses.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Connecticut Minimum Wage | The state of Connecticut uses its own minimum wage rate of $16.35, including special minimum cash wage rates for bartenders who customarily receive tips ($8.23), as well as hotel and restaurant workers ($6.38). |
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Connecticut Overtime Pay Laws |
According to wage orders issued by the state, overtime pay in Connecticut is calculated at 1.5 times the employee’s regular pay rate when working over 40 hours a week. |
| Connecticut Pay Equity Law | Under Connecticut General Statute §31-75, no employer in Connecticut can discriminate in the amount of compensation paid to any employee on the basis of sex. Any difference in pay based on sex shall be deemed discrimination. |
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Connecticut Pay Transparency Law |
In October 2021, Connecticut passed the Public Act 21-30 and became one of 15 states (plus Washington D.C.) to have pay transparency laws. Any employer with one or more employees, both in the state and employees working remotely, must disclose wage ranges for job postings upon request or before an offer is made. Employers must also provide the wage range for current employees at the time of hire. |
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Connecticut Final Paycheck Law |
In Connecticut, employees who voluntarily resign from a job or are laid off must receive their final paycheck on the next regular payday. Involuntarily terminated employees must receive their final paycheck by the next business day. |
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Connecticut PTO Payout Laws |
Connecticut currently requires employers to pay out any accrued, unused vacation time or any other fringe benefit upon termination. It does not, however, have any regulations regarding the use of "use-it-or-lose-it" policies. |
| Connecticut Paid Sick Leave (PSL) | Connecticut General Statute §31-57s currently requires employers with 25 or more employees to provide said employees with 40 hours of paid, protected sick leave. Moreover, employers must provide one hour of paid sick leave for every 30 hours worked. |
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Connecticut Paid Family and Medical Leave (PFML) |
Connecticut is one of over a dozen states with a PFML program. Under Connecticut's Family & Medical Leave Program, employees are eligible to receive up to 26 weeks of unpaid leave job-protected leave for qualifying family or medical reasons. |
| Connecticut Maternity Leave | Connecticut doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Employees typically rely on a separate type of employer-provided leave, the federal Family and Medical Leave Act (FMLA), or a state-mandated PFML program to obtain maternity leave. |
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Connecticut Voting Leave Law |
Connecticut currently has no voting leave laws or regulations. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Connecticut, however, also adopted and imposes additional, OSHA-approved regulations for state and local government workers that are identical to those federal standards. Connecticut’s State OSHA Plan is overseen by the Connecticut Department of Labor.
Under Connecticut General Statute 31-51ii, employers must provide employees who work seven and half or more consecutive hours with a thirty-minute meal break. The meal break must occur after the first two hours of work and before the last two hours of work.
As described by the Connecticut Fair Employment Practices Act and enforced by the Commission on Human Rights and Opportunities, employers in Connecticut are prohibited from discriminating against employees based on:
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Connecticut also requires employers to comply with specific anti-harassment mandates, also outlined in the Fair Employment Practices Act. Employers must not, for example, tolerate discrimination or harassment on the basis of a protected class by anyone, including any supervisor, co-worker, vendor, or client or customer.
Finally, the state also requires employers with three or more employees to complete training courses on sexual harassment.
| Connecticut Non-Compete Agreement Laws | Connecticut is one of several states that limit the use of non-compete agreements. Under Connecticut General Statute §20-14p, non-compete agreements between employers and physicians, physician assistants (PAs), and advanced practice registered nurses (APRNs) are limited. For example, employers are prohibited from entering into non-compete agreements that restrict physicians from competing for a period of more than one year. The law also prohibits agreements restricting physician competition outside of a fifteen-mile radius of any single office, facility, or location where the physician practices. A physician noncompete agreement is enforceable only in the event that the physician resigns or is discharged for cause. For PAs and APRNs, the same law applies to non-compete agreements entered into, amended, extended, or renewed after October 1, 2023. Such non-competes may last no longer than one year after separation and extend beyond a 15-mile radius from the APRN or PA’s primary site of practice. For all other professions, non-compete laws that are reasonable in scope and duration, and protect a legitimate business interest, are generally enforceable. |
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Connecticut Retirement Plan Laws |
Connecticut is one of a handful of states with a mandatory retirement plan law. The Connecticut Retirement Security Program requires employers with at least five employees that do not already offer a workplace retirement plan to register or certify their exemption. |
| Connecticut Lactation Law | Connecticut General Statute § 31-40w requires employers to provide a reasonable amount of time each day to an employee who needs to express breast milk for her infant child and to provide accommodations where an employee can express her milk in private. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
Between constantly changing employment laws and updates to the Affordable Care Act (ACA), keeping your workplace compliant can be a time-consuming and costly challenge. Eliminate the stress and stay up to date with our Compliance Dashboard. View compliance alerts and get a bird’s eye view of what you need to do to avoid fines and penalties.
