This blog was first published on Employer Pass on February 5th, 2021.
Processing payroll in Connecticut involves determining employee pay, hours worked, overtime, any withholding or deductions, and payroll tax rates, before ultimately paying employees and delivering vendor payments.
Employers should be aware of final pay and lawful deductions when payments are in dispute. Knowing what the current federal laws and Connecticut legislation are regarding payroll is imperative right from the start.
Payroll in Connecticut
Click here to view a full article on Connecticut Payroll, which covers topics such as:
- Connecticut Overtime Pay Law
- Connecticut Pay Schedule Requirements
- Connecticut Payroll Deductions
- Connecticut Final Pay Rule
- Connecticut FUTA and SUTA
- Connecticut Income Tax Withholding
- Social Security Payroll Taxes
- CTFMLA (Connecticut Family and Medical Leave Act)
- MyCTSavings mandated retirement program
Or, keep reading to get a brief overview of a few Connecticut Payroll topics below:
Connecticut Minimum Wage
The Minimum Wage Public Act No. 19-4, passed in May 2019, incrementally raised the Minimum Wage to $15.00, with a plan to then adjust the minimum wage requirement each year according to Federal Economic Indicators.
Currently, Connecticut's Minimum Wage is $16.94 per hour. Here is a list of previous wage increases over the last few years:
- July 1, 2022 - $14.00 per hour
- June 1, 2023 - $15.00 per hour
- January 1st, 2024 - $15.69 per hour
- January 1st, 2025 - $16.35 per hour
- January 1st, 2026 - $16.94 per hour
Connecticut employers may not pay under the current Minimum Wage per hour unless the employee or the occupation is specifically exempt from the minimum wage under Connecticut or federal law.
Employers should know the key differences between FLSA exempt vs non-exempt workers to ensure minimum wage and overtime compensation are accurate.
Connecticut Minimum Wage for Minor Employees
Another variance here is the minimum wage for minors under the age of 18, which is 85% of the current minimum wage and can be paid for minors working at farms or for the government indefinitely, and for the first 90 days of employment for minors employed elsewhere.
Connecticut Pay Transparency Law
Updated in 2023, Connecticut Pay Transparency Law generally requires employers with one or more employees to include a position’s wage or wage range and a general description of any applicable benefits in its public and internal postings for jobs, promotions, transfers, or other employment opportunities.
There are also other requirements and restrictions, such as allowing employees to freely discuss and share information about their wages.
Get Help with Connecticut Payroll
Payroll is a lengthy process, but understanding Connecticut and Federal law will help make processing payroll much easier. Employers should also note that ensuring your payroll and timekeeping software is integrated can help avoid mistakes leading to non-compliance. Your alternative? Leveraging a Connecticut payroll company and an outsourced payroll service.
Looking to learn more about payroll? See why hundreds of companies each year implement employee compensation study strategies to evaluate compensation, budgets, and more.
Looking to learn more about Connecticut Payroll Taxes? Learn more about Connecticut SUTA Rates for 2026.
