Connecticut overtime is owed at 1.5 times the regular rate after 40 hours in a workweek, plus a verified seventh-consecutive-day premium rule, under CGS § 31-76c. — Source
Connecticut overtime rule used by this calculator
Connecticut's verified weekly overtime rule pays 1.5 times the regular rate after 40 hours in a workweek. The calculation uses the registry source shown above.
Seventh-consecutive-day rule: The registry marks a verified seventh-day premium for Connecticut. The calculator asks for all seven days and treats the final entered day as the seventh consecutive day when every day has hours.
Basic formula
straight-time pay = total hours × hourly rate regular rate = (straight-time pay + includable pay) ÷ total hours overtime premium = premium hours × regular rate × (1.5 − 1) gross pay = straight-time pay + includable pay + overtime premium
Worked example
Connecticut: seventh consecutive day
Seven 7-hour days = 49 total hours seventh-day premium hours = 7 weekly premium on remaining non-seventh-day hours = 2 total premium hours = 9, not 16
What this does not determine
- Whether the worker is exempt from overtime under state law or the federal FLSA.
- Whether the employer is covered by the FLSA, which matters especially when a state rule reaches only non-FLSA employers.
- Multi-rate weighted-average regular-rate issues beyond the single additional-pay field.
- Public works, prevailing wage, local ordinances, union contracts, agriculture, transportation, or other industry-specific rules.
- Whether a bonus or commission must be allocated to a different workweek.
Sources and verification
This page reads the overtime threshold, multiplier, special daily/seventh-day flags, coverage cautions, and source URL from src/data/states.json. The visible source for this page is the verified registry source and the citation used in prose is CGS § 31-76c. Automated tests cover the state's distinctive branch, weekly math, non-stacking of premium hours, and visible result rendering.
Connecticut overtime law: restaurant and hotel seventh-consecutive-day premium under CGS § 31-76c
Connecticut's overtime law — CGS § 31-76c — requires time-and-a-half for hours over 40 in a workweek for most covered employees. Connecticut also has a state-specific seventh-consecutive-day premium that applies specifically to restaurant and hotel restaurant employees: those workers must receive time-and-a-half on the seventh consecutive day of any workweek — a requirement that goes beyond the general weekly-40 rule. This seventh-day rule is a Connecticut state law provision; it is not required by the federal FLSA for most employers.
Connecticut's minimum wage reached $16.94 per hour effective January 1, 2026, with a scheduled increase to $17.48 on January 1, 2027. The rate is indexed to the Employment Cost Index (ECI) rather than CPI — a less common indexing mechanism that tends to track wage growth in the economy rather than consumer price inflation. Connecticut's minimum wage is the highest statewide rate in the Northeast corridor outside of Massachusetts ($15.00) and New York (up to $17.00 in New York City).
The Connecticut Department of Labor, Wage and Workplace Standards Division (ctdol.state.ct.us) enforces Connecticut's overtime law and minimum wage. Workers can file wage complaints with the CT DOL. Connecticut's overtime statute provides for liquidated damages and allows private lawsuits in addition to agency enforcement.
How does Connecticut compare to its neighbors? Massachusetts exempts restaurant workers from its state overtime law altogether (MGL c.151 § 1A) — Connecticut gives restaurant workers an additional seventh-day premium. Rhode Island's § 28-12-4.3 requires time-and-a-half for Sunday and holiday work in retail establishments — Connecticut has no equivalent retail Sunday premium but has the restaurant/hotel seventh-day rule. New York applies a 40-hour weekly threshold with a 44-hour threshold for residential (live-in) workers. New Jersey's N.J.S.A. 34:11-56a mirrors the FLSA with no seventh-day rule. Connecticut's seventh-consecutive-day provision for restaurant and hotel restaurant workers is the most distinctive overtime feature among its neighboring states.
Common questions
What is Connecticut's seventh-consecutive-day overtime rule for restaurant workers?
CGS § 31-76c requires restaurant and hotel restaurant employees to receive time-and-a-half on the seventh consecutive day of any workweek. This is a Connecticut state-specific rule that applies to those industry workers regardless of whether total weekly hours exceed 40. The federal FLSA does not have an equivalent seventh-day requirement for most private employers.
Does Connecticut's seventh-day rule stack with weekly overtime?
No. This calculator assigns each hour the single highest applicable overtime premium. Hours that qualify under the seventh-consecutive-day premium are not counted again as weekly overtime. If a restaurant worker's seventh-day hours push the weekly total over 40, this calculator counts those hours as seventh-day premium hours only — not as both seventh-day and weekly overtime.
How does Connecticut's minimum wage affect overtime calculations?
Connecticut's minimum wage is $16.94/hr effective January 1, 2026, rising to $17.48 on January 1, 2027. The regular rate used in overtime calculations cannot be less than the applicable minimum wage. A Connecticut worker paid exactly the minimum wage has an overtime premium floor of $25.41/hr (1.5 × $16.94) in 2026. This rate is ECI-indexed annually, so the overtime floor also increases each year.
Where do I file an overtime complaint in Connecticut?
The Connecticut Department of Labor, Wage and Workplace Standards Division (ctdol.state.ct.us) enforces CGS § 31-76c and Connecticut's minimum wage law. Workers can file wage complaints online or in person. The U.S. DOL Wage and Hour Division handles federal FLSA claims in parallel. Connecticut workers have both state and federal enforcement avenues.