Connecticut Pay Stub Generator and Requirements
Create Connecticut pay stubs with 2026 wage and tax information, including Connecticut withholding and unemployment insurance details. Learn what employers need to include in wage records, along with current minimum wage, overtime, payroll tax, and reporting requirements.
Connecticut paystub key highlights
Pay stubs required?
Yes — by law
Every payday · weekly or biweeklyMinimum wage 2026
$16.94 / hr
Effective as of 2026 · statewideState income tax (PIT)
2.00%–6.99%
7 brackets · filing-status dependentSUI / PFML (employer)
1.1%–9.9%
Wage base $27,000 · PFML 0.5% employeeNew hire reporting
14 / 20 days
14 days electronic · 20 days mail/faxConnecticut paystub generator
Use the Connecticut paystub generator to build a pay stub that already accounts for Connecticut's rules — correct PIT bracket withholding, PFML deduction, SUI contributions, and every required field pre-filled.
How the Connecticut Paystub Generator Works
Enter Your Information
Add your employee, employer, salary, and pay period details.
Preview Your Pay Stub
Review your pay stub, verify earnings, taxes, and deductions, and make any changes if needed.
Download Your Pay Stub
Download your professional PDF pay stub or send it directly by email in minutes.
Why choose SecurePayStubs:
Calculates accurate federal and Connecticut state taxes automatically — PIT across all 7 brackets, PFML at 0.5%, and SUI employer contributions — using current 2026 rates. Simply enter basic employee and employer information, select a free pay stub template, and let the calculator handle applicable payroll taxes.
Connecticut paystub regulation, 2026
Connecticut law requires employers to provide a pay stub every payday. Here is what the Connecticut paystub regulation covers, in full.
Are pay stubs required by law in Connecticut?
Employers in Connecticut must provide their employees with pay stubs every payday.
How often do you need a pay stub in Connecticut?
You will need to pay your employees either weekly or every two weeks. As pay stubs are mandatory in Connecticut, you will need to provide pay stubs every time you pay your employees.
What information can be included on a pay stub in Connecticut?
The following information must be included in employee pay stubs:
Hours worked
Gross earnings showing straight time and overtime as separate entries for non-exempt employees (not required for employees exempt from overtime under Connecticut's minimum wage law or the FLSA)
Itemized deductions
Net earnings
Employee information such as name, last 4 digits of social security number, and address
Employer information such as name, employer identification number (EIN), and address
Does Connecticut have a state income tax?
Yes, state income taxes are applicable to employees in the state of Connecticut. Connecticut uses seven marginal tax brackets ranging from 2.00% to 6.99%, based on filing status and income level.
Are there any other taxes applicable to Connecticut?
No. There are no local taxes in addition to federal and state income taxes applicable to employees in Connecticut. However, the Connecticut Paid Family and Medical Leave (PFML) contribution of 0.5% is withheld from employee wages.
What Information Must Appear on a Connecticut Pay Stub?
To provide employees with accurate pay stubs, the following information is required:
Employee's withholding code and reduced withholding amount
Employee's exemption status from state withholding
Connecticut paid leave exemption status
Additional state withholding amount (if applicable)
Connecticut Minimum Wage, Overtime, and Paid Leave Rules
Connecticut employers are required to comply with wage and hour regulations to ensure that non-exempt employees receive fair compensation — including minimum wage, overtime, meal and rest breaks, and paid time-off benefits.
Connecticut 2026 minimum wage
Connecticut law mandates that businesses must ensure their employees receive at least the minimum hourly wage set by statutory regulations.
$16.94 / hr
Minimum wage as of 2026·
statewide
CT Mandate
Set by Connecticut minimum wage statutory regulation
Overtime pay
Employers in Connecticut are obligated to compensate employees at a rate of 1½ times their regular pay for hours worked beyond 40 in a workweek. Overtime pay is specifically for hours worked over this threshold.
There is no mandatory requirement to pay overtime for daily work, weekends, or holidays unless otherwise agreed upon.
Meal breaks
Connecticut meal break rule: Employers must offer at least one 30-minute meal break to employees working 7½ consecutive hours or more, occurring between two and 5½ hours into the shift.
Exceptions: situations where compliance could harm public safety; shifts with fewer than five employees; roles requiring sole staffing; and continuous work like chemical production or research.
Employees must be compensated for breaks in certain cases.
The law doesn't cover State Board of Education-certified professionals in schools.
Employers and employees can mutually establish different meal periods.
Meal break violation penalty: $150 per violation, imposed by the Labor Commissioner.
Rest breaks
Connecticut employers are not required by law to provide rest breaks for their employees.
Paid time off and leave
Connecticut law mandates that employers provide employees with various types of leave benefits, including both mandatory and discretionary options.
Sick leave
1 hour of paid sick leave for every 40 hours worked.
Connecticut Family and Medical Leave Act
Employees at businesses with one or more staff members have access to up to 12 weeks of paid leave per year under the newly enacted CT FMLA.
Required Leave
Jury duty — paid for first 5 days (unless employer exempted by Chief Court Administrator)
Sick leave — 1 hr paid per 40 hrs worked
CT FMLA — up to 12 weeks paid (businesses with 1+ employees)
Military leave (unpaid)
Voting leave — 2 hours unpaid
CT Domestic Violence / Sexual Assault Leave
CT Emergency Response Leave
CT Crime Victim Leave
CT Witness Leave
CT Elected Official Leave
Non-Required Leave
Vacation leave
Bereavement leave
Sick leave (beyond statutory minimum)
Connecticut 2026 Payroll Taxes and Employee Withholding
In Connecticut, payroll taxes are categorised into three types: Personal Income Tax (PIT), State Unemployment Insurance (UI), and Paid Family and Medical Leave (PFML).
Connecticut Paid Family and Medical Leave (PFML)
Connecticut's PFML applies to businesses with one or more employees (with limited exceptions). As an employer, you must deduct 0.5% from your workers' payroll and submit contributions to the CT Paid Leave Authority quarterly.
0.5%
CT Paid Family & Medical Leave contribution
Deducted from employee payroll each pay period and remitted to the CT Paid Leave Authority quarterly. Applies to all businesses with one or more employees. Non-compliance results in fees and penalties.
Connecticut State Unemployment Insurance (UI) tax
Connecticut enacted SUTA to support individuals facing unemployment. In 2026, several changes affect Connecticut's unemployment insurance system:
$27,000
Taxable wage base (TWB) for 2026 — increased
1.9%
New employer rate for 2026 — decreased
1.1%–9.9%
Min–max contribution rate for 2026
2026 rate relief: To ease the impact of the taxable wage base increase, charged rates for 2026 will be reduced by 1.125, bringing the maximum charged rate down to 8.9%. The fund solvency tax rate remains at 1.0%. The minimum charged rate stays at 0.1%.
Connecticut Personal Income Tax (PIT) brackets
Connecticut's PIT has seven tax brackets with rates ranging from 2.00% to 6.99%. Rates are marginal — only the income within each bracket is taxed at the corresponding rate. Income ranges differ based on filing status.
| Tax Rate | Single / Married Filing Separately | Married Filing Jointly | Head of Household |
|---|---|---|---|
| 2.00% | $0 to $10,000 | $0 to $20,000 | $0 to $16,000 |
| 4.50% | $10,001 to $50,000 | $20,001 to $100,000 | $16,001 to $80,000 |
| 5.50% | $50,001 to $100,000 | $100,001 to $200,000 | $80,001 to $160,000 |
| 6.00% | $100,001 to $200,000 | $200,001 to $400,000 | $160,001 to $320,000 |
| 6.50% | $200,001 to $250,000 | $400,001 to $500,000 | $320,001 to $400,000 |
| 6.90% | $250,001 to $500,000 | $500,001 to $1,000,000 | $400,001 to $800,000 |
| 6.99% | Over $500,000 | Over $1,000,000 | Over $800,000 |
Connecticut Payroll Filing and Recordkeeping Requirements
Report of new hire employees
Connecticut mandates that all employers report newly-hired employees:
Within 14 days of their hiring date if reporting electronically
Within 20 days if reporting via fax or mail
If an employee rejoins your company after a separation lasting 60 days or more, they must be reported as a new hire. The Date of Hire is defined as the first day an employee performs compensated services.
Report of independent contractors
In Connecticut, employers are required to report newly hired independent contractors if the anticipated remuneration for their services is expected to exceed $5,000 per year.
How to report employees and independent contractors hired in Connecticut:
| Online | Fax | |
|---|---|---|
| Employees and independent contractors New Hire Report portal | Connecticut Department of Labor | 800-816-1108 |
Connecticut personal income tax filing
Connecticut income tax returns must be filed on or before April 15, 2026, for calendar year filers. If the due date falls on a Saturday, Sunday, or legal holiday, the return is considered timely filed if submitted by the next business day.
Form CT-1040 — Resident personal income tax return
Form CT-1040NR/PY — Nonresident and part-year resident personal income tax return
Interest and penalties are applicable to any portion of tax not paid on or before the original due date of the return.
Quarterly Wage and Tax Report (Forms UC-2 / UC-5A)
Existing employers in Connecticut are required to file and pay their UI tax and wage returns electronically, unless granted a waiver. This applies to taxable employers who file the Employer Contribution Return and Employee Quarterly Earnings Report (Forms UC-2 / UC-5A). Most employers report wages quarterly; federal agencies and military are the primary exemptions.
Quarterly due dates — Forms UC-2 / UC-5A:
| Reporting Period | Due Date |
|---|---|
| Q1 (January, February, March) | April 30 |
| Q2 (April, May, June) | July 31 |
| Q3 (July, August, September) | October 31 |
| Q4 (October, November, December) | January 31 |
Reimbursing employers have an additional 15 days beyond the standard deadlines. If a due date falls on a Saturday, Sunday, or holiday, the deadline extends to the next business day.
Processing payroll manually is complex
As a business owner running payroll manually, you'll need to keep up with ever-changing payroll laws — on top of everything else already on your plate. Use a paystub generator to swiftly produce pay stubs for both employees and independent contractors, with precise calculations of all federal and Connecticut state taxes. Produce accurate pay stubs in under 4 minutes.
Sources & references
Article last updated from its original publication date of January 1, 2026.