Wage and hour disputes touch nearly every workplace at some point. Employees deserve to be paid fairly and on time. Employers need clear guidance to avoid costly mistakes. At Stanfield Bechtel Law, we help both workers and businesses in Middletown and throughout Connecticut understand their rights and obligations under state and federal wage and hour laws.
Whether you’re questioning if your paycheck is correct, if you have been paid for all hours you worked, or if you’ve been paid on time, or if your company has been accused of wage violations, we are here to protect your interests.
What Do Wage and Hour Laws Cover?
Wage and hour laws regulate when and how workers are paid, when overtime is owed, and how employees should be classified. These rules come from both the federal Fair Labor Standards Act (FLSA) and Connecticut’s wage laws, which often provide stronger protections.
A violation can result in significant penalties, including double damages and attorney’s fees. Even small errors can quickly add up to expensive claims. That’s why it’s important to understand the areas where disputes most often arise.
Minimum Wage in Connecticut
The federal minimum wage is $7.25 per hour, but Connecticut requires higher pay. As of 2025, the state’s standard minimum wage is $16.35 per hour, and it will continue to adjust annually based on the cost of living. In January 2026, it will increase to $16.94 per hour.
Some workers, such as waitstaff and bartenders, may legally be paid a lower base rate if they receive tips. However, employers must ensure tips actually bring workers up to the full minimum wage. If tips fall short, the employer must make up the difference.
Violations often occur when:
- Workers are paid a flat daily or weekly rate that, when divided by hours worked, falls below minimum wage.
- Employers take improper deductions that lower wages below the legal minimum.
- Employers fail to pay their employees on time.
Overtime Pay
Under federal and state law, employees who work more than 40 hours in a workweek must be paid at least one and a half times their regular rate of pay. This is commonly referred to as “time and a half.”
Common violations include:
- Misclassifying employees as exempt from overtime.
- Averaging hours over multiple weeks to avoid paying overtime.
- Excluding certain tasks, like pre-shift or post-shift work, from counted hours.
Overtime errors are particularly common in industries like retail, healthcare, and hospitality, where longer shifts and variable schedules are routine.
Misclassification of Employees and Contractors
Independent contractors are not covered by wage and hour laws in the same way employees are. That distinction can save businesses money, which creates an incentive for improper classification.
Simply labeling someone as an “independent contractor” or having them sign an agreement does not make it so. Courts and the IRS look at factors such as control over work, schedule, and whether the worker is integrated into the business.
If you’ve been treated as a contractor but perform the same duties as an employee, you may be entitled to overtime or other unpaid wages. For businesses, misclassification can result in heavy fines and back pay obligations.
Paid Sick Leave and Safe Leave in Connecticut
Connecticut law guarantees paid sick leave for certain employees, as well as “safe leave” for those dealing with family violence or sexual assault. The law also recognizes mental health wellness as a reason for taking leave. Employers who fail to provide this time off can face penalties, and employees who are denied leave may have legal claims.
Employment Contracts and Wage Disputes
Beyond statutory requirements, many wage and hour rights are governed by employment contracts. These agreements often address:
- Pay rates and payment schedules
- Benefits and retirement plans
- Breaks and meal periods
- Start and end dates of employment
When disputes arise over contract terms, we help clients enforce their rights or defend against claims of breach.
How We Help Employees and Employers
At Stanfield Bechtel Law, we represent both workers and businesses in Connecticut wage and hour disputes. Our approach begins with a careful review of the facts and relevant laws. Depending on the case, resolution may involve direct negotiation, filing a claim with state or federal agencies, or pursuing litigation in court.
Many cases can be resolved without trial, but when courtroom representation is required, we are prepared to advocate fully for your position.
Contact Our Experienced Middletown Wage and Hour Law Attorneys
Wage and hour laws are complex, and misunderstandings are common. If you believe you’re not being paid fairly, or your business is facing a claim, it’s important to seek legal help early.
At Stanfield Bechtel Law, we combine deep knowledge of Connecticut and federal wage laws with practical strategies to protect our clients’ interests.
Contact us today to schedule a consultation with a Middletown wage and hour attorney and take the first step toward resolving your matter.
Frequently Asked Questions About Wage and Hour Laws in Connecticut
Do salaried employees qualify for overtime in Connecticut?
Some do. Being salaried does not automatically mean you are exempt from overtime. Eligibility depends on job duties and how pay is structured, not just the label an employer assigns.
What should I do if I think I’m misclassified as an independent contractor?
Keep records of your work schedule, pay, and the level of control your employer has over your tasks. Then speak with a wage and hour attorney to evaluate whether you may be owed back pay or benefits.
Can my employer deduct money from my paycheck?
Employers may make certain deductions, such as for taxes or benefits you have agreed to, but deductions that reduce your pay below minimum wage are generally not allowed.
How long do I have to file a wage and hour claim in Connecticut?
Deadlines vary depending on whether your claim is under state or federal law, but many wage claims must be filed within two to three years. Talking with an attorney as soon as possible helps protect your rights.