Know Your Rights to Overtime Pay in Connecticut

Connecticut law generally requires employers to pay non-exempt employees 1.5 times their regular hourly rate for any hours worked over 40 in a single workweek. This applies to hourly workers and certain salaried employees who don't meet the exemptions under federal or state law. Misclassification, off-the-clock work, and employer "rounding" practices can all lead to unpaid overtime—whether intentional or not.

If you believe your employer has failed to compensate you for overtime, you have several legal channels available for reporting the violation and recovering what you're owed.

Determine If You're Eligible for Overtime

Before taking action, it's essential to confirm that your role qualifies for overtime pay under Connecticut and federal law. The Fair Labor Standards Act (FLSA) and Connecticut Minimum Wage Act set the framework.

You likely qualify for overtime if:

  • You're paid hourly
  • You work more than 40 hours per week
  • You don't fall under "exempt" categories such as executive, administrative, or professional roles (often salaried)

Connecticut's labor laws are slightly more employee-friendly than federal law, so if there's a conflict, the law that offers greater protection applies.

Start by Documenting the Violation

Detailed and organized records will strengthen your case. Employers are legally required to maintain accurate timekeeping records, but it's wise to keep your own.

Track the following:

  • Dates and hours worked beyond 40 in a week
  • Regular and overtime pay received
  • Any written or verbal communications about your hours or pay
  • Pay stubs and work schedules

This documentation can serve as key evidence if the case escalates.

Try Resolving It Internally First

Sometimes unpaid overtime is due to an administrative error or oversight. Addressing it with your employer or HR department may result in a quicker resolution without involving government agencies.

If you're comfortable:

  • Present your records and explain the discrepancy
  • Request written confirmation that the issue will be corrected
  • Allow a reasonable window (e.g., one or two pay periods) for correction

If your employer retaliates—such as cutting your hours, changing your duties, or firing you—that's illegal. Retaliation can be a separate claim.

File a Complaint with the Connecticut Department of Labor

If internal efforts fail, the next step is reporting the issue to the Connecticut Department of Labor's Wage and Workplace Standards Division.

You can file a wage complaint by:

  • Completing the Wage Complaint Form (Form WWA-1)
  • Including supporting documents
  • Mailing or submitting it to the CT DOL office

There is no fee to file, and the state will investigate the claim. Investigations may involve employer interviews, record reviews, and attempts at mediation. If the DOL finds in your favor, they may order back pay, penalties, and interest.

CT DOL Contact:

Wage and Workplace Standards Division

450 Columbus Boulevard, Hartford, CT

(860) 263-6790

Consider Filing a Federal Complaint with the U.S. Department of Labor

You also have the option to file a complaint under the Fair Labor Standards Act (FLSA) with the U.S. Department of Labor's Wage and Hour Division.

Federal filing may be more appropriate when:

  • You're unsure whether the violation crosses state lines
  • Your employer has operations in multiple states
  • The issue could affect other employees

Like state claims, federal complaints can trigger investigations and recover damages. There's typically a two-year statute of limitations for standard violations and three years for willful ones.

Explore a Private Lawsuit

If you prefer not to go through a government agency or want to pursue additional damages,

you can file a civil lawsuit against your employer. Many employees opt to consult with a wage and hour attorney to file suit, particularly in cases involving:

In successful cases, the court may award:

  • Unpaid overtime
  • Liquidated damages (double your owed amount in some cases)
  • Attorney's fees and court costs

If multiple workers are affected, a class action lawsuit may be appropriate.

How Long Do You Have to Report Unpaid Overtime?

Connecticut typically allows up to two years to file a claim for unpaid wages. If the violation was willful or egregious, that window may extend. However, delaying action can make documentation harder to recover and weaken your case.

Conclusion

Reporting unpaid overtime in Connecticut involves careful documentation, knowledge of your rights, and the willingness to act—whether through your employer, the state labor department, or the courts. With the right approach, you can recover your wages and ensure your employer is held accountable.

Need Legal Help? Brandon J. Broderick, Attorney at Law is One Phone Call Away

Navigating Connecticut’s employment laws can be challenging. Fortunately, you don't need to do it alone. The experienced employment lawyers at Brandon J. Broderick, Attorney at Law, are available 24/7 to help you understand your legal options, gather necessary evidence, and build a strong case to secure the settlement you deserve.

Contact us now for a free legal review.

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