Connecticut Labor Laws – Find Labor Lawyers CT

Connecticut has passed its own legislation to uphold both employees’ and employers’ rights internationally. Most of the time, Connecticut law offers greater protection than federal law, covering more employees and extending the rights and benefits of workers throughout the state.

Full-time Versus Part-time

Under wage and hour legislation, Connecticut’s labor statutes do not explicitly define full- or part-time work. As a result, an employer typically has the authority to determine whether a worker is employed full or part-time. Typically, an employee’s classification is based on the type of work they do and the number of hours they put in. Part-time workers often do not have the same rights as full-time workers, although if an employee is classed as full-time, the employer may offer benefits.

Connecticut state law does not define full-time work, but a collective bargaining agreement, a contract, or a federal regulation may limit an employer’s ability to distinguish between full-time and part-time employment. This implies that, in some situations, a person who is officially categorized as a “part-time employee” may actually have the same rights as a “full-time employee.”

Minimum Wage

A federal law that controls employee pay and hours is called the Fair Labor Standards Act (FLSA). However, the state wage and hour regulations in Connecticut are also their own and tend to favor workers. Connecticut was the first state in the country to enact a bill establishing a minimum wage of $10.10 per hour in 2014. The increased minimum wage came into effect on January 1, 2017.

Signed into law by Governor Lamont in 2019, Public Act 19-4 requires the minimum wage to increase five times over a five-year period, from the then-rate of $10.10 per hour to:

• $11.00 on October 1, 2019;
• $12.00 on September 1, 2020;
• $13.00 on August 1, 2021;
• $14.00 on July 1, 2022; and
• $15.00 on June 1, 2023.

Ultimately, beginning on January 1, 2024, that same law requires the minimum wage to become indexed to the employment cost index, which the U.S. Department of Labor calculates. For the first time in Connecticut, the rate will grow according to economic indicators. Bartenders are paid at least the statutory minimum wage of $10.10 per hour.

The following situations are the only ones where the subminimum wage is acceptable:

• If the employer has a special license, employees with disabilities may receive subminimum pay;
• Trainees and learners may receive subminimum pay, but not less than 85% of the minimum wage for the first 200 hours of employment; and
• Apprentices may receive subminimum pay if the employer has permission from the Connecticut Department of Labor.

Overtime

The usual rule is that every employee who works more than 40 hours per week must receive time and a half compensation as overtime. There are, however, several exceptions to this rule. “Exempt” workers who fall within the categories of executive, administrative, or professional roles are not entitled to overtime pay from their employers.

Connecticut does not have any state legislation requiring employees to take breaks, but under federal law, any breaks under 20 minutes must be compensated if the employer chooses to offer them.

Health Benefits

While Connecticut does not mandate that all workers receive health insurance coverage, as of January 1, 2015, the employer mandate set forth by the Affordable Care Act required employers with 50 or more full-time equivalent workers to offer health insurance to full-time workers; failing to do so would result in tax penalties. Federal law defines an employee who works an average of 30 hours per week, or more than 130 hours per month, as a “full-time equivalent.”

However, given the changes to the legislation, it’s possible that the mandate won’t be anymore, so make sure to double-check by speaking with a lawyer.

Discrimination

Employment in Connecticut is “at-will,” which implies that it can be terminated or subject to disciplinary action for any cause, even if it is or appears to be unfair or unjust. However, it cannot be for a cause that is expressly protected by Connecticut state or federal law.

At-will employment is subject to both state and federal exceptions. In general, Connecticut state law protects workers better than federal law. Employees are protected from harassing behavior in addition to the federal standards of protection on the basis of the individual’s protected status.

Connecticut protects against employer retaliation if an employee complains about something they reasonably believe to be discrimination or harassment in the workplace. Although the groups covered by Connecticut’s state laws are more broadly protected than those under federal law, it’s vital to remember that state law employment discrimination claims no longer qualify for punitive penalties.

Day Off

Employers with at least 50 workers are required by the federal Family Medical Leave Act (FMLA) to allow all eligible employees to take up to 12 weeks of unpaid leave annually for any of the following reasons:

• To care for a seriously ill immediate family member (child, parent, spouse);
• To recover from their own serious health conditions;
• To bond with a new child; or
• To handle urgent matters relating to a family member’s military service.

Remember that if an employee needs to provide care for a family member who is afflicted with a significant disease or injury as a result of their military service, they must be granted 26 weeks off.

To be eligible for FMLA leave, an employee must have worked for the company for at least a year and 1,250 hours in the previous year.

In addition to the federal law’s ability to leave, Connecticut’s state version of the FMLA extends employee rights to firms with at least 75 workers. According to Connecticut state law, these workers are permitted to take up to 16 weeks off in any 24-month period in the following situations:

• If the employee needs to recuperate from a serious medical condition;
• If the employee needs to care for a family member with a serious medical condition (note that Connecticut law includes more family members than federal law, such as in-laws, domestic partners, and children of domestic partners);
• If the employee needs to for the birth of a child; and
• If the employee needs time off for bone marrow or organ donation.

Last but not least, Connecticut mandates that firms offer paid sick days to their staff. Employers with more than 50 employees in the service sector must provide paid sick leave (e.g., nurses, janitors, bank tellers, etc.). For every 40 hours worked, an employee accrues one hour of paid sick time. An employee may accumulate up to 40 hours of paid sick time per year, which they may use for their own illness or take care of a sick family member.

An employee must be reinstated to their old position—or at the very least, one that is comparable in terms of compensation and benefits—after taking a leave of absence. Employers are not allowed to forbid their staff from taking time off, treat them unfairly while on vacation or as a result of it, or act in retaliation once they return from a leave of absence.

Where Can I Find a Nearby Attorney Who Can Assist Me?

If you believe you are not receiving the fundamental rights and protections provided by Federal Law or Connecticut’s state labor laws, do not hesitate to call a local Connecticut labor lawyer right once. Most employment regulations have severe deadlines that must be met. Your lawyer can explain your rights to you and advise you on how to defend yourself.