Connecticut overtime.
Connecticut layers its own overtime rules on top of the federal FLSA baseline.
CT
40
hrs
—
—
$16.35
/hr
How Connecticut calculates overtime.
Weekly overtime
Hours over 40 per workweek paid at 1.5×
Daily overtime
Not required by state law
Double time
Not required by state law
7th consecutive day
No special rule
Calculate your Connecticut overtime
The weekly timesheet automatically applies CT rules.
Who's outside the rules
These categories of employees may be exempt from the overtime requirements above:
01
Standard FLSA exemptions apply
Connecticut follows federal weekly overtime rules.
Connecticut Department of Labor
(860) 263-6000
Connecticut at a glance
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 frequent overtime
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.
Connecticut overtime FAQ
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.
Filing a wage claim in Connecticut
If you believe you're owed unpaid overtime, here's what to do — in order.
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.
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.
For general education only. Overtime law changes and has exceptions not listed here. For a specific situation, talk to your employer's HR department, the Connecticut Department of Labor, or an employment attorney.