Connecticut Pay Period and Frequency Laws

Various labor laws and regulations are in effect across the United States. Some federal laws apply to all states, but no law is in place around pay period and frequency on a nationwide level. Explore the requirements around the schedule for paying employees in Connecticut.

Does Connecticut Have Pay Period and Frequency Laws That Differ from Federal Laws?

Connecticut General Statute 31-71 requires employers within the state to pay wages at a specified frequency, whereas federal law has no pay period requirements.

How Often Do Employers Need to Pay Employees in Connecticut?

Connecticut law says employers must pay wages weekly or once every two weeks.

Are There Designated Connecticut Payday Limits Requirements?

There are no designated payday limits requirements in Connecticut.

How Long After a Pay Period Must Wage be Paid in Connecticut?

Employers must disperse wages no more than eight days after the end of the pay period. If the payday falls on a non-workday, employees must receive their pay on the preceding workday. Exceptions may include employees who fall under a collective bargaining agreement or those working at a private or parochial school.

What Are the Penalties to Employers for Late Paychecks in Connecticut?

Employers who violate Connecticut payday law may be guilty of a felony, may face jail time, and pay a fine for each offense according to the following criteria:

• If an employee is owed more than $2,000, an employer shall be guilty of a class D felony and face a fine of $2,000 to $5,000
• When an employee is owed $1,000 to $1,999, an employer may be imprisoned for up to one year and face a fine of $1,000 to $2,000
• If an employee is owed $500 but less than $999, an employer may be imprisoned for no more than six months and face a fine of $500 to $1,000
• When an employee is owed $500 or less, an employer may be imprisoned for no more than three months and face a fine of $200 to $500

What Are the Paycheck Requirements for An Employee Whose Employment Has Been Terminated?

Employees who voluntarily leave must be paid on the next scheduled payday. If terminated, an employee must receive their pay on the next business day following termination. Employees who are suspended as part of a labor dispute must be paid on the next scheduled payday.

Are There Any Municipalities or Cities in Connecticut That Have Differing Pay Period or Pay Frequency Laws?

Connecticut pay period laws apply statewide.

Are There Any Other Laws in Connecticut Regarding Pay Periods and Pay Frequency?

Upon hiring, employers must provide all employees with a written document with the rate of compensation, hours of employment, and pay period schedule, along with any policies related to vacation pay, sick leave, and benefits.

Upon termination, employers must compensate the value of any fringe benefits offered as part of company policy or a collective bargaining agreement. This includes earned sick or vacation days, paid holidays, or earned time.

Employees are entitled to file civil action against employers who violate pay frequency laws and may be entitled to a reward of twice what’s owed, along with reasonable attorney and court fees.

Accurate hours are critical to accurate paychecks. An automated time and labor platform like WorkforceHub streamlines how you collect employee time data. Integrations with top payroll platforms ensure that employees receive the proper pay for hours worked. Plus, you can set up pay periods within the platform that comply with Connecticut regulations.