An Overview of Connecticut Labor Laws
Like other states, Connecticut has set detailed labor laws that employers must follow.
If they don’t, then they open themselves up to legal liability and can be sued.
Contact our experienced Connecticut employment law attorneys today if you have any question. We’d be happy to help you.
All Connecticut workers should be familiar with the state’s labor laws, which exist on top of federal laws and provide additional protections.
In this blog post, we provide a summary of some of the most important Connecticut labor laws.
Connecticut Wage & Hour Laws
Connecticut labor laws deal with how much an employer must pay an employee.
For example, the state’s minimum wage is currently $11.00 an hour. Some employees are exempt from this requirement, and employees can pay minors less than the minimum wage in certain situations. But most employees are covered.
Connecticut also requires that employers pay workers 1.5 their regular rate of pay for any hours worked over 40 in a week.
Some exceptions apply, but you should never assume that you are not entitled to overtime.
For example, it is simply not true that anyone who is salaried is exempt from overtime. Many salaried employees will qualify under Connecticut law.
The labor laws in Connecticut also mandate that workers get certain breaks during the day. For example, employers must provide at least a 30-minute meal break if the employee works 7.5 or more consecutive hours.
This meal break does not have to be paid, but it cannot be interrupted, and the employee cannot be expected to work. Some exemptions apply, such as if the job can be performed by only one person or fewer than 5 people are employed on that shift.
If an employer offers rest breaks, then they don’t need to offer a meal break. The rest breaks must total at least 30 minutes and must be paid.
Connecticut does not require employers to offer severance pay when they lay someone off.
But employees should look to their collective bargaining agreements and employment contracts, which might provide for severance. They should also check any employee manuals or handbooks, which can create binding legal obligations in certain situations.
Vacation and Sick Leave
CT state labor laws do not require an employer to provide vacation time to an employee, and federal law does not require vacation time, either.
Workers should check their employment contracts, collective bargaining agreements, and employment letter to see if their employer promised any vacation time.
In some situations, employers must offer certain service employees paid sick leave.
The business must employ at least 50 people, and the employee must work in certain fields. Employees can accrue 1 hour of sick leave for every 40 hours worked.
This is a complicated area of law, and employees should check with an experienced Connecticut employment law lawyer about whether they qualify for sick leave.
Contact Our CT Labor Law Attorneys For Assistance
If you have a question about labor laws in CT, we can help. At Stanger Stanfield, our team of labor law attorneys have extensive experience representing employees when their bosses deny them their legal rights in the workplace.
To determine whether you have a legal claim, you should meet with us as soon as possible.