The Connecticut minimum wage is $16.94 per hour as of January 1, 2026, up from $16.35 the year before.1CT.gov. Governor Lamont Announces Connecticut’s Minimum Wage Will Increase2Connecticut Department of Labor. State of Connecticut – Minimum Wage Information That rate covers nearly every non-exempt worker in the state, from employees of small shops to those at large corporations. The federal minimum has been stuck at $7.25 since 2009, and when state and federal rates differ, the higher one controls.3U.S. Department of Labor. State Minimum Wage Laws
How the Rate Changes Each Year
Connecticut’s minimum wage adjusts automatically. The state ties it to the Employment Cost Index, a federal measure of how wages and salaries move across the civilian workforce. Connecticut is the only state that uses the ECI rather than a consumer price index for this purpose.4Connecticut General Assembly. 2019-R-0269 – Connecticut Minimum Wage Increases
Each year, the U.S. Department of Labor calculates the ECI’s percentage change over the twelve months ending June 30. The Connecticut Labor Commissioner reviews that figure and announces any adjustment by October 15, and the new rate takes effect the following January 1.1CT.gov. Governor Lamont Announces Connecticut’s Minimum Wage Will Increase The wage only moves upward. If the ECI shows no increase, the rate holds flat.
Tipped Workers
Hotel and restaurant workers who regularly receive tips are paid under a different structure. Employers can take a tip credit, paying a lower cash wage as long as tips bring total hourly earnings up to the full minimum. The required base wage is $6.38 per hour for most service workers and $8.23 per hour for bartenders.5Justia. Connecticut Code 31-60 – Payment of Less Than Minimum or Overtime Wage
If tips plus the base wage don’t reach $16.94 in any given hour, the employer has to make up the difference. This is where wage theft often shows up in practice. If you suspect your tips and base aren’t consistently hitting the minimum, keep your own records of hours and tips. Relying on the employer’s numbers alone puts you at a disadvantage if a dispute arises.
Training Wage for Workers Under 18
Employers can pay workers under 18 a training wage of 85% of the standard rate during their first 90 days on the job, but only if it’s the worker’s first job.6Connecticut Department of Labor. Employment of Minors – Frequently Asked Questions At the current rate, that works out to roughly $14.40 per hour. After 90 days, the full minimum applies.
Overtime
Connecticut requires overtime pay at one and a half times your regular hourly rate for every hour worked beyond 40 in a workweek.7Connecticut Department of Labor. Wage and Hour – Minimum Wage/Overtime There is no state requirement for daily overtime, weekend premiums, or holiday pay unless your employment contract says so. A workweek is any fixed period of seven consecutive 24-hour days.8U.S. Department of Labor. Wages and the Fair Labor Standards Act
Not every salaried worker is exempt from overtime. Employees in executive, administrative, or professional roles are only exempt if they earn at least $684 per week, or $35,568 a year. That federal threshold was set in 2019 and remains in force after a 2024 court decision struck down a planned increase.9U.S. Department of Labor. Earnings Thresholds for the Executive, Administrative, and Professional Exemption If your salary falls below that line, you’re generally entitled to overtime regardless of your job title.
If You’re Underpaid
Connecticut’s Division of Wage and Workplace Standards handles wage complaints. Before filing, gather what you can: your own records of hours worked, pay stubs, and any written offer letter or agreement showing your rate. The department has a complaint form on its website that you can submit online or mail in.10Connecticut Department of Labor. Wage and Workplace Standards Complaint Forms Instructions Fill out every section. Incomplete forms are the most common reason for delays.
You have two years from the date of the violation to bring a claim for unpaid wages. Filing a complaint with the Labor Commissioner pauses that clock.11Connecticut General Assembly. Chapter 926 – Statute of Limitations Don’t wait, especially if you’re still at the job and hoping it resolves on its own.
You can also sue your employer directly. Under Section 31-72 of the General Statutes, a worker who wins can recover double the unpaid wages plus attorney’s fees. The doubling applies automatically, so an employer doesn’t get a discount for paying up only after being caught. Many employment attorneys take these cases on contingency because double damages make the math work.
Retaliation is a separate violation. Workers who file wage complaints or cooperate with investigations are protected under state law, and the Department of Labor accepts separate retaliation complaints.12Connecticut Department of Labor. Retaliation Complaints Federal law offers a parallel protection under the Fair Labor Standards Act.13Office of the Law Revision Counsel. 29 U.S. Code 215 – Prohibited Acts If you’re fired or demoted for complaining, that’s a second, independent claim on top of the original wage violation.