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HOURLY WAGE INDEX

Let’s talk wages in Connecticut

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$15.69

What is the minimum wage in Connecticut?

The minimum wage in Connecticut is increasing to $15.69 per hour on June 1, 2023. Connecticut's minimum wage has been above the federal level for many years. It was one of the first states to do so when it raised its rate to $7.65 per hour in 2003.

The minimum wage in Connecticut refers to the legally mandated minimum hourly wage that employers must pay their employees within the state. It's important to note that the minimum wage in Connecticut can change over time to keep up with the state's economic conditions and cost of living. To obtain the most accurate and up-to-date information on the current minimum wage in Connecticut, it is advisable to consult the Connecticut Department of Labor or other authoritative sources. Employers in Connecticut must ensure compliance with the minimum wage laws to avoid legal penalties and provide fair compensation to their workers.

 
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$35.45

What is the average wage in Connecticut?

According to the United States Bureau of Labor Statistics, the average wage in Connecticut is $35.45 per hour. This figure is based on a survey of workers in various industries and does not include those who are self-employed or work for tips.
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$36.34

What is the living wage in Connecticut?

A living wage is defined as the hourly rate at which a person can earn enough money to support themselves and their family. The living wage in Connecticut is $20.92 per hour, or $43,680 per year. This figure is based on the cost of living in the state, which is higher than the national average.

Wages aren’t everything!

While pay is one of the main factors that hourly employees consider when choosing to join (or stay at) a company, it’s not the end all be all. Research shows that advancement opportunities, supportive management, and schedule flexibility are all incredibly important as well.

Want to learn more about this trend? We dive deep into the data behind which perks and benefits matter most to hourly workers. Check out our full conversation with expert Sara Wasserteil of Cara Collective.

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A guide to hourly labor laws in Connecticut

Verified by Legal Counsel Brooke Davis

  • Standard Minimum Wage: $15.69 (Connecticut Department of Labor).
  • Tipped Minimum Wage: $6.38 for wait staff and $8.23 for bartenders, totaling at least minimum wage after tips and wages (Department of Labor) (PA 19-4—HB 5004).
  • Overtime: Non-exempt employees must be paid 1.5 times their regular pay for hours beyond 40 in a workweek.
  • Meal Breaks: Federal law allows unpaid, non-working, bona-fide meal breaks over 30 minutes; exceptions may apply (29 C.F.R. 785.19) (DoL). State law requires a 30-minute unpaid meal break for 7.5 consecutive hours worked. The break cannot be in the first or last two work hours (Conn. Gen. Stat. § 31-51ii).
  • Rest Breaks: None required under Connecticut or federal law. If rest breaks are provided, breaks lasting 5–20 minutes must be paid according to federal law (29 C.F.R. § 785.18).
  • Wage Deductions: Employers may only make wage deductions required by law or authorized by the employee in writing. Deductions for losses and shortages are generally not allowed. Third-party deductions benefitting the employer may not reduce wages below the applicable minimum (29 C.F.R. § 4.168) (29 US Code § 203) (Conn. Gen. Stat. § 31-71e).

 

  • Final Paychecks:
  • Wage Payment Frequency: Weekly or biweekly, unless otherwise authorized (Conn. Gen. Stat. § 31-71b).
  • Paid Sick Leave: Connecticut provides paid sick leave to service workers accrued at one hour per every 40 hours worked, up to 40 maximum hours per year. The pay rate is the greater of the worker's hourly wage or the standard minimum wage — $15.69  (Conn. Gen. Stat. § 31-57s). 
  • Paid Family and Medical Leave: Connecticut's PFML program provides up to 12 weeks of paid leave within 12 months to care for a new child, a family member with a serious condition, or the employee's health condition (Conn. Gen. Stat. § 31-49e et seq). This is in addition to the federal 12 weeks of unpaid leave (FMLA).
  • Maximum Daily and Weekly Hours for Children Under 16: Restaurant work is generally prohibited by minors under 16 unless authorized.
    • School days: No working during school hours. Up to three hours per day and 18 hours per week. No working between 7 p.m. and 7 a.m.
    • Non-school days: Up to eight hours per day and 40 hours per week. Between June 21 and Labor Day, they may work until 9 p.m. (Conn. Gen. Stat. § 31-23)  (DoL) (29 C.F.R. § 570.35).
  • Maximum Daily and Weekly Hours for Children 16 and 17:
    • Restricted scheduling days: Up to six hours per school day or eight hours on non-school days and school days that precede a non-school day.
    • Restricted scheduling times: No work between 11 p.m. and 6 a.m. before a school night. No work from 12 a.m. until 6 a.m. on non-school nights (Conn. Gen. Stat. § 31-18).

Frequently asked questions

What is the difference between gross wages and net wages?

It's important to remember that the Hourly Wage Index data above reflects gross wages, or the amount of money an employee earns before accounting for payroll deductions like taxes, benefits, or wage garnishments. Due to variability in tax rates across locations, slightly lower gross wages in a certain location might result in higher take home pay, or vice versa.

What is a good hourly wage?

This question is a difficult one to answer, as a "good hourly wage" is highly subjective according to experience, work responsibilities, cost of living, and other factors. We recommend using Hourly Wage Index data as a starting point. Once you have established a baseline for certain positions, do further research into similar businesses in your area.

Lastly, consider surveying your employees. They're the best resource to help you know what is a good hourly wage, what competitive pay looks like in your location, and how competitive wages change in your industry over time.

Offering competitive pay is one of my top priorities—what other resources do you have that might help?

We know that getting applicants to pay attention to your business can be extremely challenging, and that offering competitive pay is a huge part of that. Wages aren’t everything, however! Applicant experience is another important factor that can help set you apart from your competition. A few examples include:

  • Short, easy to understand job descriptions
  • Mobile-friendliness
  • Quick communication
  • Streamlined interview stages
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