Connecticut Overtime Laws
Connecticut has its own overtime laws in addition to federal FLSA requirements.
Weekly OT Threshold
40 hrs
Daily OT Threshold
None
Double Time
No
Minimum Wage
$16.35
Overtime Rules
| Weekly Overtime | Hours over 40 in a workweek paid at 1.5x |
| Daily Overtime | Not required by state law |
| Double Time | Not required by state law |
| 7th Consecutive Day | No special rule |
Exemptions
The following categories of employees may be exempt from overtime requirements:
Standard FLSA exemptions apply
Important Notes
Connecticut follows federal weekly overtime rules.
State Labor Department
Connecticut Economy and Workforce
Connecticut's economy produced $345.9 billion in gross state product in 2023, with the third-highest per capita personal income nationally at $77,940. The finance and insurance industry contributed $127.6 billion in value-added economic activity in 2024, while manufacturing output reached $34.2 billion. The state hosts 10 of the world's largest hedge funds, including Bridgewater Associates.
Industries with Common Overtime
These Connecticut industries frequently involve overtime work situations:
Aerospace and Defense Manufacturing
Pratt & Whitney (jet engines), Sikorsky Aircraft (helicopters), and General Dynamics Electric Boat (submarines) employ tens of thousands of workers. Defense contract deadlines often require mandatory overtime.
Insurance and Financial Services
Hartford, The Travelers, and Cigna employ thousands in Connecticut's insurance capital. While many positions are exempt, claims processors and support staff may work overtime during high-volume periods.
Healthcare
Yale-New Haven Health System and other major hospital networks regularly require overtime from nurses, technicians, and support staff to maintain patient care.
General Manufacturing
Connecticut's 4,600 manufacturers, including Stanley Black & Decker, frequently require overtime during production increases. 70% of manufacturers reported profits in 2024.
Transportation Equipment
Projected to grow 7.6% through 2026, this sector accounts for 82% of manufacturing growth and regularly involves overtime for production workers.
Frequently Asked Questions
No. Connecticut follows the federal 40-hour workweek standard. Overtime is required only for hours worked over 40 in a week, not for daily hours. However, some industries have specific regulations.
Connecticut law does not require overtime pay for weekend or holiday work unless it results in more than 40 hours worked in that week. Premium pay for holidays or weekends depends on your employer's policy or union contract.
No. Unlike federal law, Connecticut does not recognize the 'computer professional' or 'highly compensated employee' exemptions. IT professionals who would be exempt under federal law may still be entitled to overtime under Connecticut law.
How to File a Wage Claim in Connecticut
If you believe you are owed overtime pay, follow these steps:
Document all hours worked and unpaid overtime with pay stubs, timesheets, and other records.
File a wage complaint with the Connecticut Department of Labor, Wage and Workplace Standards Division.
You can file online, by mail, or in person at a Connecticut DOL office.
The Department will investigate your claim and may hold a hearing if necessary.
You can recover unpaid wages plus damages equal to twice the amount of unpaid wages.
Consider consulting an employment attorney for complex claims or potential class actions.
Important Connecticut Consideration
Connecticut does not recognize the 'computer professional' exemption that exists under federal law, meaning IT professionals, software developers, and systems analysts who might be exempt under FLSA may still be entitled to overtime under Connecticut state law. This can result in significantly more overtime pay for technology workers.
Disclaimer: This information is provided for general educational purposes only and should not be considered legal advice. Overtime laws can change and may have exceptions not listed here. For specific situations, consult with your employer's HR department, the state labor department, or an employment attorney.