Connecticut Payday Laws 2026: Pay Frequency, Timing, and Final Pay

Getting pay frequency and timing wrong in Connecticut can expose your business to employee complaints, state labor board investigations, and financial penalties. This guide covers what Connecticut law requires — including the details that trip up employers most often.

Pay Frequency Requirements

Connecticut requires employers to pay employees at least weekly. This means:

Employers may choose to pay more frequently than required (e.g., weekly instead of semi-monthly), but cannot pay less frequently without violating state law.

Payment Timing

Paychecks must be issued on or before the designated payday. Most Connecticut employers establish a regular pay schedule (e.g., the 1st and 15th of each month, or every other Friday) and communicate it to employees at hire.

💼 From the Payroll Desk

Set your pay schedule and stick to it. Inconsistent pay dates are one of the fastest ways to trigger employee complaints and state labor board inquiries. Payroll software automates this completely.

Final Pay Requirements

Terminated employees receive final wages by the next business day; those who resign by the next regular payday. This applies to all forms of separation — voluntary resignation, involuntary termination, and layoffs.

Final pay must include all earned wages, including accrued and unused paid time off if your company policy or Connecticut law requires payout.

Wage Deductions

Employers may only make deductions from employee wages that are:

• Required by law (taxes, garnishments, court orders)
• Authorized in writing by the employee (insurance premiums, 401k contributions)
• For the employee’s benefit (with proper authorization)

Unauthorized deductions — such as for cash register shortages, uniform costs, or damaged equipment — are generally prohibited unless specifically permitted by Connecticut state law with proper written consent.

Pay Stub Requirements

Connecticut employers must provide employees with a pay statement (physical or electronic) each pay period showing:

• Gross wages earned
• All deductions (taxes, benefits, etc.)
• Net pay
• Pay period dates
• Hours worked (for hourly employees)

Payment Methods

Common payment methods in Connecticut include:

• Direct deposit: Most common and preferred. Some states require employee consent.
• Physical check: Must be negotiable at full face value on the date issued.
• Pay cards: Allowed in most states with restrictions — typically require employee consent and free access to at least one withdrawal per pay period.

Employer Compliance Checklist

• ☑ Pay employees at least weekly
• ☑ Issue final paychecks per Connecticut requirements
• ☑ Provide pay stubs with required information
• ☑ Get written authorization for all voluntary deductions
• ☑ Keep payroll records for at least 3 years
• ☑ Display required workplace posters

Frequently Asked Questions

How often must Connecticut employers pay employees?

Connecticut requires employers to pay employees on a weekly basis. Some exceptions may apply to executive or exempt employees.

When is the final paycheck due in Connecticut?

Terminated employees receive final wages by the next business day; those who resign by the next regular payday.

Does Connecticut require pay stubs?

Most states, including Connecticut, require employers to provide a written or electronic pay statement showing gross wages, deductions, and net pay.

Can Connecticut employers require direct deposit?

Most states allow employers to offer direct deposit but cannot mandate it as the only payment option without employee consent. Check Connecticut state law for specific requirements.