What does Connecticut require on a wage statement?

A record of the hours you worked, your gross earnings with straight time and overtime shown as separate entries, your itemized deductions, and your net earnings. It comes with each wage payment rather than on request.

Why does my Connecticut stub not show my hours?

Most likely because you are exempt. Where the employer is specifically exempt from keeping time records and paying overtime for you, the law drops the hours and the straight time and overtime split, and requires only the deductions and net earnings.

Can Connecticut pay stubs be delivered online?

Yes, if you explicitly consented. The employer then has to give you a way to access and print the record securely, privately and conveniently, and to protect the confidentiality of the personal information it holds.

How often must I be paid in Connecticut?

Weekly or once every two weeks on a pay day set in advance, and the period being paid can end no more than eight days before that day. Anything less frequent needs the labour commissioner permission and still has to pay you in full at least monthly.

Why did the Connecticut minimum wage rise to $16.94?

Because it is indexed. The 2019 law ties it to the federal employment cost index for the year to June 30, and a 3.6% increase produced a 59 cent rise on January 1, 2026. The next adjustment will be announced by October 15.

Pay stub requirements in Connecticut

Connecticut puts overtime on the face of the stub. With each wage payment the employer furnishes a record of hours worked, gross earnings showing straight time and overtime as separate entries, itemized deductions and net earnings. Where the employer is exempt from keeping time records and paying overtime, the hours and the straight time split fall away and the rest stays. Electronic delivery needs explicit consent plus a way to reach and print the record securely and privately. Wages are paid weekly or every two weeks, and the state rate reached $16.94 on January 1, 2026 under a formula tied to the federal employment cost index.

Pay stub required: Yes, a record of hours, earnings and deductions
Electronic delivery: Yes, with explicit consent and private access
Minimum wage (2026): $16.94/hour since January 1, 2026
Pay frequency: Weekly or biweekly, ending within eight days of payday

What Connecticut law requires

Straight time and overtime as separate entries
With each wage payment the employer furnishes a record of hours worked, the gross earnings showing straight time and overtime separately, itemized deductions and net earnings. Splitting the two kinds of earnings is the distinctive part: a lump gross figure does not satisfy section 31-13a.
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Exempt employees drop the hours and the split
The duty to furnish a record of hours worked and to separate straight time from overtime does not apply to an employee for whom the employer is specifically exempt from keeping time records and paying overtime under the Connecticut Minimum Wage Act or the Fair Labor Standards Act. Deductions and net earnings are still owed.
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Electronic records need consent, access and safeguards
The record may be furnished electronically only with the employee explicit consent. The employer then has to provide a means for each employee to access and print it securely, privately and conveniently, and to build in reasonable safeguards protecting the confidentiality of the personal information the record contains.
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Weekly or every two weeks, within eight days
Each employer pays all wages weekly or once every two weeks on a regular pay day designated in advance, by cash, negotiable cheque, direct deposit at the employee written or electronic request, or payroll card. The pay period being paid may end no more than eight days before that pay day, and a pay day falling on a non-work day moves earlier.
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Longer intervals only by permission of the commissioner
An employer wanting pay periods less frequent than once every two weeks has to apply to the labour commissioner, who may permit them provided every affected employee is paid in full at least once each calendar month on a regularly established schedule. The commissioner may also waive the rule for a particular week.
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A discharged employee is paid the next business day
On discharge wages are due in full no later than the business day next after the discharge. An employee who resigns is paid by the next regular pay day, and the same deadline applies to someone laid off or suspended because of a labour dispute.
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The rate is indexed and announced by October 15
Public Act 19-4 ties the minimum wage to the percentage change in the federal employment cost index for the twelve months ending June 30. The labour commissioner reviews it and announces any adjustment by October 15, effective the following January 1. A 3.6% increase added 59 cents and lifted the rate from $16.35 to $16.94 on January 1, 2026.
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What this generator calculates for Connecticut

State withholding for Connecticut is calculated from the 2026 figures the state publishes, and our test suite holds those figures against the state's own published calculation rather than against arithmetic of ours.

Frequently asked questions

Sources

Wage and hour law changes. Check the linked source before relying on any figure here, and treat this page as a starting point rather than legal advice.

Pay stub requirements in Connecticut

What Connecticut law requires

Straight time and overtime as separate entries

Exempt employees drop the hours and the split

Electronic records need consent, access and safeguards

Weekly or every two weeks, within eight days

Longer intervals only by permission of the commissioner

A discharged employee is paid the next business day

The rate is indexed and announced by October 15