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Capital City
Hartford
Timezone
EST
(
GMT-5
)
Paid Leave
Sick & Family Leave
Income Tax
3% - 6.99%
Employer Tax
1.7% - 6.6%
Capital City
Hartford
Timezone
EST
(
GMT-5
)
Paid Leave
Sick & Family Leave
Income Tax
3% - 6.99%
Employer Tax
1.7% - 6.6%
Connecticut employers are required to adhere to both federal and state payroll regulations. The state mandates a minimum wage of $15.00 per hour as of June 1, 2023, with annual adjustments based on the employment cost index. Overtime pay is required at one and one-half times the regular rate for hours worked beyond 40 in a workweek. Employers must maintain accurate records of hours worked and wages paid for each employee. Additionally, employers are obligated to provide employees with written notice of their rate of pay, hours of employment, and wage payment schedules at the time of hiring.
Access competitive benefits like health insurance and retirement plans, often at a lower cost through a PEO. Leverage its pooled volume for enterprise rates — resold to PEO customers, with no employment minimums in Connecticut.
Check out our comprehensive state hiring guide.
Understand employer tax implications and payroll requirements.
Review state specific employment laws and regulations.
Get insights on payroll, benefits, and employee classification.
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FAQS
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A Professional Employer Organization (PEO) assists Connecticut businesses by managing complex labor law compliance, including adherence to state-specific regulations on wages, overtime, and employee benefits. This support helps businesses avoid legal pitfalls and focus on core operations.
Yes, PEOs operating in Connecticut are subject to state regulations that ensure they meet specific standards for financial responsibility and ethical business practices. This oversight protects client companies and their employees.
Absolutely, PEOs provide small businesses in Connecticut with access to comprehensive HR services, competitive employee benefits, and assistance with regulatory compliance, enabling them to compete more effectively with larger companies.
Yes, a PEO can help with compliance in Connecticut by managing payroll, tax filings, employee benefits, and ensuring adherence to state and federal employment laws, reducing the administrative burden on businesses.
Terminating a relationship with a PEO in Connecticut typically involves a formal notification process as outlined in your service agreement. It's important to review the contract terms, including any notice periods or fees, and plan for the transition of HR responsibilities back to your company or another provider.
Where to next?
Your “everything you ever needed to know” guides to compliant employment around the United States.
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