Connecticut Minimum Wage Laws

If you work in Connecticut, you’re entitled to at least an hourly wage determined by the state. If your employer doesn’t meet this rate, you have legal standing to sue your employer for compensation. Your employer must pay you what you deserve and we commit to making that happen.

Currently, the minimum wage is $15.69 per hour. But, this wage has some important exceptions, like for minors. Also, the minimum wage will rise again soon. This piece will explain exceptions to the minimum wage. It will also show how the minimum wage works for tipped employees. It will cover the recent raise in the minimum wage.

Minimum Wage Rates

Under Public Act 19-4, as of January 2024, Connecticut’s minimum wage is now $15.69. Furthermore, this wage will change to follow the economy based on economic indicators.

Also as a result of this act, the minimum wage of tipped employees (such as wait staff, bartenders, etc.) rose to $15.69. Though the minimum wage for tipped employees is a little more complicated than the minimum wage for non-tipped employees, every employee should still be receiving at least $15.69 an hour. Minors, however, are subject to slightly different circumstances. In Connecticut, employers must pay minors at least 85% of the minimum wage for the first 90 days of employment or the first 200 hours on the job. (FAQs on Minor Employment)

Tipped Employees

Tipped employees have a wage split between two parts. Their employer must pay part, called the Minimum Cash Wage. Tips may cover the other part. However, if tips and the Minimum Cash Wage added together don’t equal the minimum wage, the employer must pay the difference. This portion is the Tip Credit.

  • The Minimum Cash Wage is $6.38 and the Maximum Tip Credit is $9.31 for hotel and restaurant workers.
  • For bartenders, $8.23 is the Minimum Cash Wage and $7.46 is the Maximum Tip Credit.

Exempt Employees

The minimum weekly salary for these employees is $475. This group of workers is not included within the broader minimum wage laws. These employees are called “exempt employees.” These are employees whose jobs require them to use discretion and judgment on a regular basis.

To be an exempt employee, one’s main duty must be to use discretion and judgment. So, not every employee who does this duty is exempt. Some examples of exempt duties include, but are not limited to:

  • Hiring
  • Firing
  • Determining staffing levels

Employer Violations of Exempt Employees

Exempt employees are paid on a weekly salary basis rather than an hourly one. This means that they are exempt from overtime pay, even if they work more than 40 hours per week. The minimum salary for exempt workers ends up being approximately equal to working 30 hours at minimum wage.

A common labor law violation is the misclassification of employees as exempt employees to avoid paying them as much. You must make sure your employer is not taking advantage of you this way so that you can get the money you’re owed. If you’ve fallen victim to this scheme, we’re here to help you get your money back.

Minimum Wage Change Schedule?

Public Act 19-4 requires Connecticut to adjust its minimum wage rate yearly. It must do so based on economic conditions such as percentage change in the cost of employment. The U.S. Department of Labor defines the cost using the federal employment index.

After the previous financial year ends on June 30, the commissioner of the Connecticut Department of Labor will review the percent change and announce any adjustments to the state’s minimum wage by October 15. The adjustments become effective on January 1 of the next year.

For example, since the employment cost index increased by 4.6% from June 2022 to June 2023, the minimum wage rose by an additional $0.69 for 2024 ($15 x 1.046=$15.69). This adjustment will continue annually.

Additional Information

Learn more about Connecticut Overtime Law

Learn more about Connecticut Overtime Pay

What We Can Do to Help You

We here at Lemberg Law commit to getting you your fair wages. Just call the Lemberg Law office at 475-277-2200 or fill out a contact form. After that, we will evaluate your case for free. Get in touch today to get the wages you’re owed.


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