When your employer must pay, what they must include, and what you can do if they're late.
Enter your last day and pay schedule — get the specific date your check is legally due.
→ Use the CalculatorConnecticut requires employers to pay terminated employees by the next business day following discharge — faster than most states in the US, which allow waiting until the next regular payday. Under Conn. Gen. Stat. § 31-71c, your employer cannot delay simply because payday hasn't arrived yet.
The "next business day" clock starts on the date you are separated. If you're let go on a Friday, your employer has until Monday to pay. This rule applies to all involuntary separations — firings, layoffs, and any employer-initiated termination.
If you resigned voluntarily, your employer has until your next regular payday, which provides a longer window for processing.
If your employer in Connecticut fails to pay your final wages on time, they may owe you double damages — twice the amount of unpaid wages — under Conn. Gen. Stat. § 31-71c. This penalty applies when the nonpayment is deliberate or the employer had no good-faith basis for withholding.
Double damages are a meaningful deterrent: they mean your employer pays a significant price for dragging their feet. Combined with any attorney fees you may recover, late payment becomes expensive for the employer.
You can pursue double damages by filing a wage claim with the Connecticut Department of Labor or by filing a civil suit. Many employment attorneys take these cases on contingency for amounts that justify litigation.
Connecticut does not have a blanket law requiring employers to pay out unused vacation or PTO when an employee separates. Whether you receive a payout depends on your employer's written policy and any employment contract you signed.
If your employer's policy says PTO or vacation will be paid out upon separation, they are generally bound by that promise — and failure to honor it could be a wage violation. But in the absence of such a policy, Connecticut does not impose a payout obligation by law.
Review your employee handbook or offer letter carefully. If you believe you are owed PTO that was contractually promised, raise the issue when you file a wage claim.
If your employer hasn't paid your final wages on time, your primary resource is the Connecticut Department of Labor. Filing a wage claim is free and does not require an attorney. The process generally works like this: you submit a written complaint, the agency contacts your employer, and a settlement conference or hearing is scheduled if the employer disputes the claim.
Most employers respond quickly once a formal wage claim is opened — because penalties and interest often keep accruing during the dispute, delaying resolution makes their situation worse. Come prepared with your last pay stub, your separation date, time records if available, and any written communication about your final paycheck.
Alternatively, you can file a lawsuit in small claims court (for amounts within the small claims limit) without an attorney, or hire a private employment attorney for larger claims. Many employment lawyers handle wage theft cases on contingency, meaning you pay nothing unless they recover wages for you.
The next business day after separation. Under Conn. Gen. Stat. § 31-71c, this applies to all involuntary separations — firings, layoffs, and employer-initiated terminations of any kind.
Your next regular payday under Conn. Gen. Stat. § 31-71c. If you gave advance notice, check whether that changes the deadline — some states require same-day payment when sufficient notice is given.
Connecticut allows double damages for late final paychecks — meaning your employer may owe you twice the amount they withheld. File a wage claim with the Connecticut Department of Labor or consult an employment attorney about your options.
Connecticut does not require PTO payout by law. Whether you receive it depends on your employer's written policy. If a payout was promised in your employee handbook or contract and not delivered, you may have a claim — but the state does not mandate it by default.
Generally no, unless you signed a written agreement authorizing specific deductions. In most states, employers cannot withhold final wages to cover the cost of unreturned equipment or property — they must pursue that separately through civil channels. If your final paycheck is short for any reason, file a wage claim.
File a wage claim with the Connecticut Department of Labor — it's free and does not require an attorney. Gather your last pay stub, separation date, and any time records or emails about your final pay. Most employers resolve claims quickly once a formal complaint is filed, because penalties and interest keep accruing during delays.