Starting January 1, 2027, Connecticut's minimum wage is $17.48 per hour, up from $16.94 in 2026. That is a $0.54 increase.
In This Guide
What changes on January 1, 2027
Governor Ned Lamont announced on August 5, 2026 that Connecticut's minimum wage will adjust to $17.48 an hour beginning January 1, 2027. The 2026 rate is $16.94, so the increase is $0.54 an hour. You can read the Governor's press release for the full text.
| Rate | 2026 | 2027 |
|---|---|---|
| State minimum wage | $16.94 | $17.48 |
Most hourly employees paid less than $17.48 will need a raise for hours worked on or after January 1.
Why the rate changes every year
A state law enacted in 2019 requires an adjustment at the start of every calendar year. The adjustment follows the employment cost index calculated by the U.S. Department of Labor for the twelve months ending June 30.
The Connecticut Labor Commissioner must review that change and announce any adjustment by October 15. The new rate then takes effect the following January 1.
For 2027, Labor Commissioner Danté Bartolomeo reported that the employment cost index rose 3.2% over the twelve months ending June 30, 2026. That produced the $0.54 increase.
The law will keep working this way. Expect an announcement in the second half of each year and a new rate each January 1. Build that into your calendar so the update does not depend on someone remembering it.
Who gets the raise
The minimum wage is a floor. An employee already paid more than $17.48 an hour does not have to get a raise. Hourly staff under that rate do, unless a specific exception covers them.
Pay plans that are not hourly need a look too. A non-exempt employee paid by salary, commission or piece rate must still receive at least the minimum wage for the hours worked. Check those employees against the new rate before January.
Pay periods that cross January 1
The new rate applies to hours worked on or after January 1, 2027. It does not depend on the pay date. If a pay period starts in December and ends in January, split the hours. Pay the December hours at the 2026 rate and the January hours at $17.48.
Paying the whole period at the new rate is also allowed, and it is simpler. Paying the January hours at the old rate is not.
What to do before January 1
- Raise covered employees' hourly rates below $17.48. Apply the new rate to hours worked on or after January 1, 2027. A pay period that spans the date may need two rates.
- Check tipped employees. The announcement does not list 2027 rates for tipped workers. Confirm the current hotel and restaurant cash wage rules with the Connecticut Department of Labor before you change anything.
- Check salaried exempt staff. The announcement does not address salary thresholds. Confirm each exempt employee still meets the salary and duties tests.
- Replace your minimum wage poster with the 2027 version from the Connecticut Department of Labor once it is available.
- Budget for the raise. Overtime rises with the base rate, and employer payroll taxes rise with wages.
- Update job postings and offer letters that list a starting rate below $17.48.
- Look at pay just above the minimum. Employees who earn a little more than $17.48 today may expect their own raise to keep the gap.
For the rates in effect through December 31, 2026, see our Connecticut minimum wage 2026 guide. For withholding and filing rules, see the Connecticut payroll compliance guide.
Frequently Asked Questions
What is the Connecticut minimum wage in 2027?
Starting January 1, 2027, Connecticut's minimum wage is $17.48 per hour, up from the 2026 rate of $16.94.
How much is the 2027 increase in Connecticut?
The increase is $0.54 per hour. It is based on a 3.2% rise in the employment cost index over the twelve months ending June 30, 2026.
When does Connecticut announce its minimum wage each year?
The Labor Commissioner must announce any adjustment by October 15 each year. The new rate takes effect on January 1 of the following year.
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Legal & Tax Disclaimer
This article is for general informational purposes only and does not constitute legal, tax, or professional advice. Employment laws, tax regulations, and compliance requirements change frequently. The information on this page reflects our understanding as of October 2026 and may not reflect recent changes in federal or Connecticut state law.
Do not act or refrain from acting based solely on the information in this article. Always consult a qualified attorney, CPA, or HR professional familiar with Connecticut law before making payroll or compliance decisions for your business.