Connecticut Minimum Wage: Current Rate & Scheduled Increases

The federal Fair Labor Standards Act (FLSA), 29 U.S.C. § 206, establishes a federal minimum wage of $7.25 per hour. This applies to employers engaged in commerce or in any industry affecting commerce, with limited exceptions for very small employers. The FLSA covers all employees 14 and older except those specifically exempted (e.g., certain agricultural workers, domestic service workers in private homes, and select occupational categories). The Act is enforced by the U.S. Department of Labor (DOL) Wage and Hour Division.

Federally, when state and federal minimum wage rates conflict, the employer must pay the higher rate. Connecticut's higher minimum wage therefore supersedes the federal floor. The federal law provides for enforcement through employee lawsuits and DOL investigations, with remedies including back wages, liquidated damages (equal to unpaid wages), and in cases of willful violations, potential penalties. The FLSA is one of the primary wage-protection statutes but does not include inflation adjustments; the federal minimum wage remains fixed unless Congress acts.

Connecticut General Statutes § 31-58 establishes the state minimum wage and is significantly stronger than federal law. As of January 1, 2024, Connecticut's minimum wage is $15.69 per hour. Crucially, Connecticut automatically adjusts its minimum wage annually on January 1st based on the Consumer Price Index (CPI-U) for the Northeast Urban area. The adjustment formula requires the wage to increase if inflation exceeds a small threshold, ensuring that Connecticut's minimum wage keeps pace with cost of living—a protection the federal minimum wage does not provide.

Connecticut General Statutes § 31-60 requires all employers to pay wages no less than the state minimum. The statute applies to virtually all employees in Connecticut regardless of industry or employer size. Unlike federal law, Connecticut has no formal employee-size threshold; even very small employers must comply. The statute provides limited exemptions: certain apprentices registered under state apprenticeship programs, seasonal agricultural workers (in limited circumstances), and some categories of employees in specific occupational settings, but these are narrowly construed.

Connecticut law covers employees working both within the state and those who work remotely but are employed by Connecticut-based companies. The state's definition of "employee" is broader than the federal FLSA definition in some contexts. Connecticut General Statutes § 31-290 provides wage claim remedies: employees may sue for unpaid wages, and prevailing employees are entitled to the unpaid wages plus liquidated damages (equal to the unpaid amount), court costs, and reasonable attorney fees. This is more generous than federal law in some respects, as it does not require a showing of willfulness to obtain liquidated damages.

Connecticut also has specific notice and posting requirements under § 31-58c: employers must post the current minimum wage rates prominently in the workplace so employees are informed. Violations can result in wage claims filed with the Connecticut Department of Labor or in civil court, with Connecticut state courts having jurisdiction over state wage claims.

Connecticut General Statutes § 31-60 provides limited exemptions to the minimum wage requirement. Apprentices who are registered in a bona fide apprenticeship program recognized by the Connecticut Department of Labor are exempt from the minimum wage, though they must receive the wage agreed upon in their apprenticeship agreement. Seasonal agricultural workers in certain limited scenarios may be exempt, but this exemption is narrow and applies only in specific agricultural contexts defined by the statute.

Employees in certain sheltered workshop or rehabilitation settings may qualify for subminimum wages if they have disabilities and work in a recognized program, though Connecticut law requires specific documentation and compliance with state approval processes. Some specific occupational categories, such as certain agricultural employees and employees paid by commission in specific industries, have modified wage requirements, but these are defined narrowly in the regulations and do not broadly exempt employers.

Connecticut does not have a "tipped employee" subminimum wage equivalent to the federal FLSA. Tipped employees must still receive the full state minimum wage ($15.69/hour), and tips cannot be used to offset this requirement—though employers may take a tip credit under limited circumstances if the tips, combined with the base wage, reach the minimum wage threshold. However, employers must pay the full minimum wage directly if tips do not bring the employee to that level.

The statute does not exempt white-collar workers, independent contractors, or interns (though intern classification is fact-intensive). At-will employment does not override minimum wage obligations. Voluntary donations or wage reductions by employees do not relieve the employer's minimum wage obligation. Piece-rate workers and commission-based employees must still receive the minimum wage for all hours worked.

Step 1: Document the violation immediately and thoroughly. Keep records of all pay stubs, timesheets, communications with your employer regarding pay, and written policies about compensation. Document the dates and hours you worked, the wages you were actually paid, and what you should have been paid under Connecticut's minimum wage. Take screenshots of payroll records if they are electronic, and save emails or text messages from your employer about pay. Note whether your employer posted the required minimum wage notices in the workplace (Connecticut § 31-58c requires this). Maintain copies of these records in a safe location outside your workplace.

Step 2: Attempt an internal complaint or request for wage correction. Inform your employer in writing (email is acceptable) that you believe you have not been paid Connecticut's minimum wage and request correction within a reasonable timeframe (typically 7-10 days). Keep a copy of this communication. Some employers will correct the error once informed; this creates a record of when you raised the issue. If the employer corrects the shortfall promptly, the internal process may resolve the matter. If the employer refuses, retaliation is prohibited under Connecticut law, and your documentation of the initial complaint strengthens any later claim.

Step 3: File a wage claim with the Connecticut Department of Labor or file a civil lawsuit. You have up to 4 years from the date of the wage violation to file a claim under Connecticut General Statutes § 31-290. You may file a wage claim form with the Connecticut Department of Labor (Wage and Hour Division) online or by mail. The form is available at ct.gov/dol. You will need to provide: (1) your name, address, and contact information; (2) your employer's name and address; (3) dates of employment; (4) hours worked and wages paid during the relevant period; (5) the minimum wage rate that should have applied; and (6) documentation of wages (pay stubs, timesheets, emails). Alternatively, you may file a civil lawsuit directly in Connecticut Superior Court without first filing an administrative claim, though many employees begin with the Department of Labor for speed and lower cost.

Step 4: Understand the investigation and resolution process. If you file with the Department of Labor, a wage investigator will contact both you and your employer to gather information. The investigation typically takes 30-90 days, though this varies. The investigator will review pay records, timesheets, and your employer's wage records. Your employer will have an opportunity to respond to your claim. Once the investigation concludes, the Department of Labor will issue a determination. If the department finds a violation, it will calculate the unpaid wages and may assess penalties against the employer. The determination is not binding; either party may appeal or, if dissatisfied, pursue litigation in court. If you file a lawsuit in Superior Court, discovery (exchange of evidence) will occur, and the case may be resolved through settlement or trial. You can expect this process to take 6-18 months depending on court scheduling.

Step 5: Consult an employment attorney if the amount owed is substantial or your employer retaliates. Connecticut General Statutes § 31-290 provides that a prevailing employee is entitled to attorney fees and court costs, which means your employer may be ordered to pay your legal fees if you win. This makes litigation financially viable even for smaller wage claims. An employment law attorney can evaluate your case, advise whether to file administratively or litigate, negotiate a settlement, or represent you in court. If you experience retaliation—termination, demotion, reduction in hours, or other adverse action after complaining about wages—an attorney can advise you on retaliation claims, which carry additional protections and remedies under Connecticut law.