If your employer hasn’t paid you on time, you may have the right to recover unpaid wages, interest, and penalties through legal action. Connecticut law requires employers to pay wages on time.
Our Hartford wage theft and overtime pay dispute lawyer will review your pay records, explain the rights you have, and take action to recover the wages you are owed. A missed paycheck can create real stress.
Your rent, groceries, and utilities still need to be paid, and delays can quickly disrupt daily life. When an employer fails to pay as required, workers have the right to seek payment and hold the company accountable.
Steps Our Employment Lawyer Can Take When Pay Is Late
If your pay is late or missing, we first look at what happened and why. Our attorney will review your pay stubs, time records, and deposit history to see if your employer paid you correctly. This helps show whether they broke Connecticut wage laws.
If the employer did not pay on time, denied overtime, or made unlawful deductions, we may send a formal demand for payment. In some cases, that resolves the issue. If not, a lawyer can file a wage complaint or bring a lawsuit.
Connecticut law allows workers to recover more than just unpaid wages. Under Connecticut General Statutes § 31-72, courts may award double damages when wages were wrongfully withheld. That means an employer could owe twice the unpaid amount, along with attorney’s fees and court costs.
For a free legal consultation, call (860) 999-9394
What to Do if Your Employer Is Not Paying You on Time
If your paycheck is late, start by keeping clear records. Save pay stubs, time sheets, and written communications. Write down the dates you were supposed to be paid and what you actually received.
You can start by putting your concern in writing to your employer. If you still do not receive your pay, you may submit a complaint to the Connecticut Department of Labor or talk with an employment lawyer about taking legal action.
Delays can make it harder to recover what you are owed. Wage claims often rely on payroll records and dates. Taking action sooner helps protect the proof you may need.
What Connecticut Law Says About Paydays
Connecticut wage laws appear in Connecticut General Statutes § 31-71a through § 31-71i.
Section 31-71b requires employers to pay employees on a regular schedule. Most employees must be paid weekly unless the Labor Commissioner approves a different schedule. Employers must establish regular paydays in advance.
Wages include hourly pay, salary, earned commissions, and certain bonuses. If those wages are earned, they must be paid on time.
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Final Paychecks After You Leave a Job
Connecticut law sets strict deadlines for final pay.
Under § 31-71c:
- If an employee is fired, wages must be paid by the next business day.
- If an employee quits, wages must be paid on the next regular payday.
These deadlines apply to all earned wages. If an employer fails to follow them, the worker may pursue double damages under § 31-72.
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Overtime Pay Problems
Many of the wage disputes we handle involve unpaid overtime. Connecticut follows federal overtime standards along with state law under § 31-76c. Most employees must be paid time and a half for any hours worked over 40 in a week.
Employers sometimes try to avoid overtime pay. They may say a worker is exempt when they are not, ask for unpaid work, or change the hours on a time sheet.
A lawyer reviews job duties and pay structure to determine whether overtime laws apply. Some salaried workers still qualify for overtime protection.
Illegal Deductions From Wages
Your employer cannot just take money out of your paycheck. A deduction must be allowed by law or approved by you in writing.
Connecticut General Statutes § 31-71e places limits on what can be deducted. In most cases, an employer cannot charge you for broken equipment, cash shortages, or other business losses without your written approval.
If a deduction lowers your pay below minimum wage or cuts into your overtime pay, that can violate wage laws as well.
When an Employer Pays Less Than Minimum Wage
Connecticut sets its own minimum wage. Employers must pay at least that amount or the higher federal minimum wage, whichever applies.
If a worker is paid less than the legal minimum wage, the employer may owe back pay and penalties. This often affects service workers and tipped employees whose pay is calculated incorrectly.
Filing a Wage Complaint
Workers may file a complaint with the Connecticut Department of Labor. The agency can investigate payroll records and may order payment of wages.
Another option is filing a lawsuit in court. A lawsuit may allow recovery of double damages and attorney’s fees under § 31-72. An attorney can help decide which path is appropriate based on the amount owed and the facts of the case.
Connecticut Workers Are Protected From Retaliation
Connecticut law protects employees who assert their wage rights. An employer may not fire, demote, reduce hours, or otherwise punish a worker for filing a wage complaint or speaking with a lawyer about unpaid wages.
If an employer takes action against you for raising a wage issue, that conduct may give rise to a separate legal claim for damages. Our Hartford workplace retaliation lawyer can pursue that claim and seek appropriate relief under Connecticut law.
Speak With Duddy, Goodwin & Pollard About Late Pay
If your employer is not paying you on time, we are ready to step in. At Duddy, Goodwin & Pollard, our labor and employment lawyer in Hartford represents workers in wage theft and overtime disputes throughout Hartford and across Connecticut.
We focus on holding companies accountable when they break wage laws. Labor and employment representation is a central part of our practice. We pursue unpaid wages, double damages, and any other relief the law allows.
We handle these cases on a contingency basis. That means you do not pay upfront legal fees. Our work is grounded in fairness and social justice in the workplace. If your wages have been delayed or withheld, contact Duddy, Goodwin & Pollard for a free consultation to discuss your options.
Call or text (860) 999-9394 or complete a Free Case Evaluation form