Payment of Wages: Connecticut
Federal law and guidance on this subject should be reviewed together with this section.
Author: Vicki M. Lambert, The Payroll Advisor
- Connecticut employers may pay employees in cash, or by check, direct deposit or paycard. An employer's direct deposit and paycard programs must meet specific requirements. See Wage Payment Methods.
- Employees must be paid weekly or biweekly, unless the employer obtains permission from the state labor department to pay employees less often. See Pay Frequency.
- Employers are prohibited from making deductions from employees' wages unless the deduction falls into one of the categories permitted by state law. Certain types of deductions may be made with the permission of the state labor department. Penalties are imposed for unauthorized deductions. See Permitted and Prohibited Wage Deductions.
- With each payment of wages employers must provide each employee with a written record of certain information. Employers may issue pay statements electronically under certain conditions. Penalties are imposed for noncompliance. See Pay Statement Requirements.
- How quickly a terminated employee must be paid depends on whether the employee was terminated involuntarily or voluntarily resigned. Employees must be paid for unused vacation time and other accrued benefits if company policy or a collective bargaining agreement requires it. Employers are liable for penalties if they do not comply with the termination pay laws. See Termination Pay.
- Connecticut permits surviving spouses or next of kin to file an affidavit to collect the unpaid wages of a deceased employee if certain conditions are met. See Deceased Employee Wages.
- Wages are considered abandoned property if they are unclaimed by an employee for one year. Employers must follow carefully prescribed rules for reporting unclaimed property. Penalties are imposed for noncompliance. See Unclaimed Wages.