Connecticut Employment Contract Template

A Connecticut employment contract is a written agreement between an employer and an employee. It covers job responsibilities, wages, benefits, workplace policies, and how the employment relationship can end. Unless the contract states otherwise, employment in Connecticut is presumed at-will.

• At-will employment: Connecticut follows the at-will rule, with exceptions for implied contracts and violations of public policy.
• Minimum wage: As of January 1, 2025, Connecticut’s minimum wage is $16.35/hour, adjusted annually for inflation. A minimum wage of $16.94 is set to go into effect on January 1, 2026.
• Overtime: Non-exempt employees must be paid 1.5× their regular rate for hours over 40 in a week (CT Gen Stat § 31-76c).
• Meal/rest breaks: Employees working 7.5+ consecutive hours must receive a 30-minute unpaid meal break after the first 2 hours and before the last 2 hours of the shift (CT Gen Stat § 31-51ii).
• Paid sick leave: Employers with 25+ workers must provide leave starting Jan 1, 2025 (phasing in to cover all employers by 2027). Employees accrue 1 hour per 30 hours worked, up to 40 hours/year, and may use it for their own or family members’ health needs, mental health days, closures during public health emergencies, or issues related to family violence or assault (Connecticut’s Paid Sick Leave Law)
• Paydays: Wages must be paid weekly, or biweekly if approved by the Department of Labor, no later than 8 days after the end of the pay period (CT Gen Stat § 31-71b).
• Final pay: All wages owed must be paid by the next regular payday. If the employee is discharged, payment must be made no later than the next business day (CT Gen Stat § 31-71c).
• Child labor: Minors under 18 are restricted from hazardous jobs and limited in the number of hours they can work. Work permits are generally required for those under 16.
• Non-compete agreements: Enforceable but must be reasonable as to time and geographic scope and must protect a legitimate business interest of the employer.
• E-signatures: Connecticut recognizes electronic records and signatures under its adoption of the Uniform Electronic Transactions Act (UETA).
• Recordkeeping: Employers must keep payroll records (including hours, wages, deductions) for at least 3 years (CT Gen Stat § 31-66)

When drafting a Connecticut employment contract, cover all core terms while aligning with state and federal rules.

1. Start with basics: Include employer and employee names, job title, start date, and work location. State that employment is generally at-will, unless you intend to limit termination rights.
2. Define the role: List duties, reporting structure, and whether the position is exempt or non-exempt under overtime laws.
3. Set pay and schedule: State the hourly wage or salary (must meet or exceed $16.35/hour as of Jan 1, 2025). Specify pay frequency (weekly or biweekly), overtime eligibility (1.5× after 40 hours/week), and work schedule.
4. Add breaks and leave policies: Note compliance with Connecticut’s 30-minute meal break rule for 7.5+ hour shifts, paid sick leave accrual (1 hr per 30 hrs worked, up to 40 hrs/year, expanding to all employers by 2027), and any PTO or additional benefits you provide.
5. Address termination and final pay: Reaffirm at-will employment unless otherwise agreed. Clarify that final wages will be paid no later than the next business day if discharged, or next regular payday if the employee resigns.
6. Include compliance clauses: Cover confidentiality, intellectual property, and (if applicable) non-competes.
7. Add governing law and signatures: State that Connecticut law applies. Both parties should sign; electronic signatures are valid under the UETA. Employers must retain payroll and time records for at least three years.