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Final Paycheck Laws in Connecticut

In Connecticut, a fired employee must be paid by the next business day, an employee who quits or is laid off by the next regular payday, and accrued vacation is paid out only if the employer policy or union contract provides for it.

Last checked . General information, not legal advice.

Connecticut at a glance

Deadline if fired
Next business day
Laid off employees are paid by the next regular payday.
Deadline if employee quits
Next regular payday
Accrued vacation paid out
Only if policy or union contract provides it

Sources

Last checked

The rules in Connecticut

When is a final paycheck due in Connecticut if the employee is fired or laid off?

Deadline if fired in Connecticut: Next business day. Laid off employees are paid by the next regular payday.

When is a final paycheck due in Connecticut if the employee quits?

Deadline if employee quits in Connecticut: Next regular payday.

Does Connecticut law require employers to pay out accrued vacation when a job ends?

Only if policy or union contract provides it. Accrued vacation paid out in Connecticut: only if policy or union contract provides it.

Where do the Connecticut final paycheck laws come from?

The rules above come from Conn. Gen. Stat. 31-71c and Conn. Gen. Stat. 31-76k. Each source is linked on this page. We last checked them in October 2026.

What this means in practice

Note the exact last day of work and how the job ended, since the deadline often runs from that date and may differ for a firing, a layoff or a resignation. Some statutes also change the deadline when an employee quits without giving notice.

Read the employer's written vacation or paid time off policy and any employment contract. Where state law leaves vacation payout to the employer, the policy terms usually decide whether unused time is paid out or forfeited.

If a final paycheck is late or short, the state labor department usually accepts wage claims, often without a lawyer. Some statutes add penalties for late payment, such as extra daily wages, so keep pay stubs, timesheets and any written communication about the final pay.

General information, not legal advice. Laws change, and cities can add their own rules, so check the current statute before you rely on it.