Connecticut Overtime laws & compensation compliance analysis

Connecticut Overtime: What you need to know

Both Connecticut (CT Gen. Stat. Sec. 31-76c) and the federal Fair Labor Standards Act (FLSA) require payment of overtime to nonexempt employees at the rate of 11/2 times the normal hourly rate, but only for hours actually worked in excess of 40 in 1 week. There is no requirement to pay overtime for Saturday, Sunday, or holiday work as such, unless it is in excess of 40 hours per pay week, although employer policies and union-management agreements often call for such payments.
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Exception. Under state Labor Department “Mandatory Order” No. 8, employees in restaurant and hotel restaurant occupations who work a seventh consecutive day must be paid at least 11/2 times the applicable minimum wage for work on that day, even if the employees work fewer than 40 hours during the workweek. After reaching 7, the count of consecutive workdays returns to one, so regular wages may be paid for working on the 8th through the 13th consecutive day, with the 11/2 times the applicable minimum wage pay requirement applying again on the 14th consecutive workday (CT Admin. Code Sec. 31-62-E1).
There is no requirement to pay 11/2 times after 8 hours in one day; however, employer policies and union-management agreements often call for such payments.
There is no requirement to pay employees double time, no matter how many hours employees work.
Hospitals. The FLSA allows hospitals to compute overtime over a 14-day period by agreement between the employer and the employee with time and one-half required after 80 hours worked in the 14 days (FLSA, Sec. 7j). However, Connecticut law (CT Gen. Stat. Sec. 31-76h) requires time and one-half after 8 hours per day and 80 hours in 14 days under such agreements.

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Connecticut Overtime Resources

Type Title
Checklists Trainees Checklist
Forms Overtime Authorization Form
Policies Overtime
White Papers What Good Is Comp Time If You Can't Take It?
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