Connecticut: Pay Stub Requirements
The short answer
Yes. With each wage payment, a Connecticut employer must give the employee a written record of hours worked, gross earnings with straight-time and overtime earnings separated, itemized deductions, and net earnings; executive, administrative, and professional employees are exempt only from the hours and straight-time/overtime-separation fields. Electronic delivery requires the employee's explicit consent and secure, private, convenient access and printing.
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This is the general rule in Connecticut. Ezel applies current Connecticut law to your specific facts and answers with citations to the statutes.
| Governing law and coverage | Conn. Gen. Stat. § 31-13a; every employer and employee, but executive/administrative/professional employees are exempt from hours and straight-time/overtime separation only |
|---|---|
| Must provide a statement and when | Written or consented electronic record with each wage payment (§ 31-13a(a)) |
| Pay period, employer, and employee identification | No state-mandated pay-period dates, payment date, employer/employee name, address, phone, employee number, or SSN field on the delivered record (§ 31-13a) |
| Gross earnings, hours, rates, and pay basis | Hours worked; gross earnings with straight-time and overtime earnings as separate entries; exempt executive/administrative/professional workers need not receive hours or the straight/overtime split; no rate or piece-unit field stated (§ 31-13a(a)) |
| Deductions, net pay, allowances, and other required items | Itemized deductions and net earnings; no allowance, tip, leave-balance, employer-contribution, or other field stated (§ 31-13a(a)) |
| Electronic delivery, consent, printing, and storage | Electronic only with employee's explicit consent; employer must provide secure, private, convenient access and printing and reasonable confidentiality safeguards (§ 31-13a(a)-(b)) |
| Employee copy access and employer retention | Payroll records kept 3 years, including hours, wage, overtime, additions/deductions, and total pay; separate reduced list for exempt employees; no general employee historical-payroll copy route stated (RCSA § 31-60-12) |
| Enforcement, damages, penalties, and deadlines | $300 Labor Department civil penalty for each violation of chapter 557, which includes § 31-13a; no statement-only private damages, attorney fees, cure, or limitations rule stated (§ 31-69a(a)) |
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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).
Source links
Every statute quoted above, linked, with the date we checked it.
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