Pay Stub Requirements in Connecticut

At a glance

Requirements one by one

Coverage and delivery

Conn. Gen. Stat. § 31-13a(a) begins, "With each wage payment each employer shall furnish to each employee" the required record. The record may be in writing or, if the employee explicitly consents, electronic.

The executive, administrative, and professional exception is limited. Those employees need not receive hours worked or the separation of straight-time and overtime earnings, but § 31-13a does not excuse the remaining gross-earnings, itemized-deduction, and net-earnings fields.

Earnings and deduction fields

For an employee outside that limited field exception, the statement must show hours worked and gross earnings with straight-time and overtime earnings as separate entries. Every covered statement must also show itemized deductions and net earnings.

The section does not prescribe hourly rates, piece-rate units, pay-period dates, payment date, party-identification fields, allowances, tips, employer contributions, or leave balances.

Electronic statements

Electronic delivery starts with the employee's explicit consent. Under § 31-13a(b), the employer must then give each employee a way to "securely, privately and conveniently access and print" the record. The employer must also use reasonable safeguards to protect the confidentiality of personal information in the electronic record.

Payroll records

RCSA § 31-60-12(a) requires three years of employer records showing identity, occupation, daily and weekly hours, basic and overtime wages, additions and deductions each pay period, and total wages paid. Subsection (e) supplies a reduced three-year list for executive, administrative, and professional employees: identity, address, occupation, total wages each work period, payment date, and pay period covered.

Those retained payroll fields are not all delivered-statement fields. The rule does not state a general current- or former-employee procedure, response deadline, or fee for historical payroll copies.

Civil penalty

Conn. Gen. Stat. § 31-69a(a) makes a violation of chapter 557, where § 31-13a appears, subject to a $300 civil penalty payable to the Labor Department for each violation. The cited provisions do not create statement-only employee damages, attorney fees, a cure period, or a limitations period.

What trips people up

The professional exemption does not erase the statement. It removes only the hours field and the straight-time/overtime separation. Gross earnings, itemized deductions, and net earnings remain on the statutory list.

An online portal alone is not enough. Electronic delivery requires explicit employee consent, practical access and printing, and reasonable confidentiality safeguards.

Common questions

Must the statement show the employee's hourly rate?

Section 31-13a requires hours and gross straight-time and overtime earnings for nonexempt employees, but it does not separately list the hourly rate as a delivered-statement field.

May the employer require electronic-only delivery without consent?

No. The electronic option is conditioned on the employee's explicit consent.

How long are the underlying payroll records kept?

RCSA § 31-60-12 sets a three-year period. Its required retained fields are more detailed than the employee-facing statement list.

Statutes and sources

• Conn. Gen. Stat. § 31-13a. Each-payment delivery, required fields, limited professional exception, electronic consent, access, printing, and safeguards. Official text (accessed July 14, 2026; currency cross-checked against official 2025 and 2026 bill files reenacting the section).
• RCSA § 31-60-12(a), (e). Three-year payroll-record retention and the general and professional-employee record lists. Official text (accessed July 14, 2026).
• Conn. Gen. Stat. § 31-69a(a). $300 Labor Department civil penalty for each chapter 557 violation. Official text (accessed July 14, 2026).