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Women are
110%
more likely to
live in poverty
than white men in
Connecticut
Single-woman led households are at the
highest risk
of poverty in
Connecticut
In
Connecticut
, women earn
$0.65
for every dollar a white man makes
Women in
Connecticut
are
64%
more likely to earn
minimum wage
than white men
Women in
Connecticut
are
49%
more likely to earn a
tipped wage
than white men
In
Connecticut
, at least
69%
of women are essential to the financial security of their household
Generally, the law requires that no employer discriminate in the amount of compensation paid to any employee on the basis of sex and mandates equal pay for employees who perform comparable work on a job, when viewed as a composite of skill, effort, and responsibility, performed under similar working conditions.[1]
· Affirmative Defenses: To justify a pay disparity, an employer can assert that it was based on a seniority system, merit system, system which measures earnings by quantity or quality of production, or differential system based upon a bona fide factor other than sex, including, but not limited to, education, training, credential, skill, geographic location or experience.[2]
· Retaliation: Employers are prohibited from discharging or discriminating against any person because such person has opposed any discriminatory compensation practice or because such person has filed a complaint or testified or assisted in any complaint.[3]
[1] Conn. Gen. Stat. Ann. §31-75 (2012).
[2] Conn. Gen. Stat. Ann. §31-75 (2012).
[3] Conn. Gen. Stat. Ann. §31-75 (2012).
Yes. The law in Connecticut requires equal pay for “comparable work” instead of equal pay for “equal work,” and it replaces the broad affirmative defense of “any factor other than sex” with “a bona fide factor other than sex,” which must be job-related and consistent with business necessity.
Yes. An employer must provide applicants with the wage range for a position for which the applicant is applying upon the earlier of: (i) the applicant's request, or (ii) prior to or at the time an offer of compensation is made, even if the applicant has not expressly requested such information.[1] Employers must also provide a current employee the wage range for the employee’s position upon (i) the hiring of the employee, (ii) a change in the employee’s position with the employer, or (iii) the employee’s first request for a wage range.[2]
This law applies to employers of one or more employees.
[1] Conn. Gen. Stat. Ann. §31-40z (2021).
[2] Conn. Gen. Stat. Ann. §31-40z (2021).
Yes. Employers cannot inquire or direct a third party to inquire about a prospective employee's wage and salary history unless a prospective employee has voluntarily disclosed such information, except when these actions are taken by an employer, employment agency or employee or agent thereof pursuant to any federal or state law that specifically authorizes the disclosure or verification of salary history for employment purposes.[1]
[1] Conn. Gen. Stat. Ann. §31-40z(b)(5) (2015).
Yes. Employers are prohibited from discharging, disciplining, discrimination against or retaliating against any employee who discloses or discusses the amount of his/her wages or the wages of another employee that have been voluntarily disclosed, and any employee who inquires about the wages of another employee of such employer. [1] Further, employers cannot require an employee to sign a waiver or other document that denies the employee of his or her right to disclose or discuss the amount of his or her wages or the wages of another employee of such employer that have been disclosed voluntarily by such other employee. [2]
[1] Conn. Gen. Stat. Ann. §31-40z (2015).
[2] Id.
No. Connecticut does not have an express pay data reporting law that is used for tracking gender or race-based pay disparities.
Yes. Connecticut’s minimum wage exceeds the federal minimum wage, and as of 2024 will be indexed to increase with the employment cost index calculated by the US Department of Labor.[1]
[1] Conn. Public Act No. 19-4 (2020).
No. Connecticut still maintains a lower tipped minimum wage for certain workers, including tipped workers in the hospitality industry.[1]
[1] Conn. Public Act No. 19-4 (2020).
Yes. Connecticut requires wages to be paid weekly, or once every 2 weeks, no later than 8 days after the last day of the pay period.[1] Employers are required to establish a regular payday and to pay employees on the workday before if the regular payday falls on a non-work day, such as a holiday.[2]
[1] Conn Gen. Stat. §31-71b(a) (2012).
[2] Conn Gen. Stat. §31-71b(a) (2012).
Yes. With each wage payment each employer shall furnish to each employee, in writing or, with the employee's explicit consent, electronically, a record of hours worked, the gross earnings showing straight time and overtime as separate entries, and itemized deductions and net earnings.[1]
[1] Conn. Gen. Stat.Ann. § 31-13a (2012).
Yes. All non-exempt employees must be paid time and one-half of the regular rate of pay for any work in excess of 40 hours in a seven-day week.[1] Overtime exempted employees include, but are not limited to, executive, administrative, professional employees as defined by the Labor Commissioner.[2]
[1] Conn. Gen. Stat. §31-71i.
[2] Conn. Gen. Stat. §31-71i.
Yes. Employees can recover lost wages, damages, costs, and attorney’s fees in a civil action.[1] The Labor Commission can also initiate an action to recover lost wages on behalf of workers that go towards an employee welfare fund.[2]
[1] Conn. Gen. Stat. §31-72.
[2] Conn. Gen. Stat. §31-72.
