Pay Requirements & Wage Deductions

Connecticut law provides that wages must be paid weekly and on a regular payday designated in advance by the employer.

The state Department of Labor may, upon application, permit employers to establish regular pay days less frequently than weekly, provided each employee is paid in full at least once in each calendar month on a regularly established schedule.

Under Connecticut law, no employer may withhold or divert any portion of an employee’s wages unless:

  • The employer is required or empowered by state or federal law (i.e., income tax withholding); or
  • The employer has written authorization from the employee for the deduction on a form approved by the Labor Commissioner; or
  • The deductions are authorized by the employee, in writing, for medical, surgical or hospital care or service (i.e., health insurance premiums).

As a practical matter, this law prohibits employers from holding an employee’s final paycheck pending return of company property or from making deductions from the final paycheck unless such deductions fall within one of the categories listed above.

Family & Medical Leave Act

The federal Family and Medical Leave Act of 1993 allows eligible employees of a covered employers to take job-protected unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it, for up to a total of 12 workweeks in any 12 months for the following reasons: (1) birth and care of a newborn child; (2) placement of a child with the employee for adoption or foster care; (3) the employee is needed to care for a family member with a serious health condition; or (4) because the employee’s own serious health condition makes the employee unable to perform the functions of his or her job.

Employers with 75 or more employees are subject to Connecticut FMLA requirements.

Under FMLA regulations, an employer must provide the employee taking leave with written notice detailing the specific expectations and obligations of the employee and explaining any consequences of a failure to meet these obligations.

Where leave is taken for an employee’s own serious health condition or so that the employee may care for a family member with a serious health condition, the employer may require that the leave be supported by a certification issued by the healthcare provider of the employee or the ill family member.

The employer must give notice of a requirement for medical certification each time a certification is required.

Standard & Prevailing Wage Forms