Connecticut overtime laws require most employers to pay eligible workers one and one-half times their regular rate of pay for any hours worked over 40 in a single workweek.
These laws are designed to protect employees from wage theft and ensure fair compensation for extra time spent on the job.
While some roles are exempt, many workers are legally entitled to overtime—even if they are salaried. If you are unsure whether your employer is following the law, a Hartford labor and employment lawyer can help you review your situation and explore next steps.
Once you begin asking questions about unpaid wages or long work hours, it becomes clear how complex these laws can be. Employers may misclassify your role, miscalculate time, or simply ignore state and federal requirements. That is where we come in.
How Overtime Pay Works in Connecticut
The foundation of Connecticut’s overtime law is found in Connecticut General Statutes § 31-76c. This statute requires that most hourly and non-exempt employees receive overtime pay—calculated at 1.5 times their standard hourly rate—after 40 hours of work in a workweek.
A workweek is defined as any fixed and regularly recurring period of 168 hours (seven consecutive 24-hour periods), and this definition does not change based on an employer’s payroll schedule.
Overtime must be paid based on actual hours worked during this time frame.
For example:
- If you earn $22 per hour and work 47 hours in a week, you must be paid $22/hour for the first 40 hours and $33/hour for the remaining 7 hours.
- Non-discretionary bonuses, commissions, or shift differentials may also need to be factored into your regular rate when calculating overtime.
State law works in tandem with the Fair Labor Standards Act (FLSA) to establish these rules. When Connecticut law provides greater protection than federal law, employers must follow the state standard.
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Common Overtime Exemptions in Connecticut
Not every employee is entitled to overtime under the law. Some jobs fall under specific exemptions, which may be based on job duties, salary level, or industry. These exemptions are often misunderstood or misused by employers.
In Connecticut, common exempt categories include:
- Executive, administrative, or professional employees who meet both a salary threshold and a job duties test
- Outside sales employees who work primarily off-site
- Certain IT professionals, depending on their specific role and pay structure
- Agricultural and seasonal workers, in limited scenarios
The key issue is whether your actual day-to-day responsibilities qualify for an exemption—not your job title or how your employer describes the role.
If you are classified as exempt but are still performing routine, hourly, or manual tasks, there is a chance you are being misclassified. That misclassification can be the basis of a valid overtime claim.
Are Salaried Employees Entitled to Overtime in Connecticut?
One of the most common wage myths is that salaried workers cannot receive overtime. In fact, being paid a salary does not automatically exempt you from Connecticut overtime laws.
You may be salaried and still entitled to overtime if:
- You earn less than the federal salary threshold, which is currently $684 per week (subject to change).
- Your job duties do not meet the criteria for an exempt role under Connecticut or federal law.
- You regularly work more than 40 hours per week and perform tasks similar to those of hourly workers.
We encourage employees to consider the nature of their work instead of assuming their salary status protects the employer. Many employers label a worker as exempt to avoid overtime pay, even when the law does not support that classification. If that sounds familiar, you may be owed back wages.
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How We Help Workers Recover Unpaid Overtime
Our firm has handled many overtime claims on behalf of Connecticut workers in industries ranging from hospitality and healthcare to construction and corporate sales. No matter your background, you deserve to be paid for every hour worked.
When we take on an unpaid overtime case, we:
- Review your job classification and determine whether you should have been receiving overtime.
- Analyze pay records and schedules to calculate unpaid wages.
- Gather supporting evidence, such as timecards, emails, or witness statements.
- Communicate directly with employers to seek resolution or file with the Connecticut Department of Labor.
- Pursue legal action for damages, including potential double damages under Connecticut General Statutes § 31-72
We do not just aim to recover the amount you are owed. We fight to hold employers responsible for long-standing wage violations.
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Signs You Might Be Missing Overtime Pay
If you’re unsure whether you have a case, look for these common signs that your employer may be violating wage laws:
- Your job title changed, but your duties stayed the same.
- You’re salaried but regularly working over 40 hours per week.
- You’re expected to handle work tasks after hours or on weekends without additional pay.
- You’ve been told you’re exempt, but no explanation was provided.
- Coworkers in similar roles are being paid differently.
These red flags are not always obvious right away. If something feels off, it is worth having your situation reviewed by an attorney who focuses on wage and hour law.
Get Help Enforcing Your Overtime Rights
Unpaid overtime is not a small issue. It adds up quickly, especially for employees working long hours in demanding industries. If you suspect your employer has violated Connecticut overtime laws, it’s time to speak with someone who can help.
At Duddy, Goodwin & Pollard, we represent employees across Hartford, Stamford, New Haven, and the rest of the state. We are committed to helping workers recover unpaid wages and ensuring employers follow the law.
We offer free consultations to review your case and will walk you through what comes next. If we take your case, you pay nothing unless we win.
Reach out today to speak with a Connecticut labor and employment attorney who understands overtime law and how to protect your rights.
Call or text (860) 999-9394 or complete a Free Case Evaluation form