Unpaid Wages / PTO / Commissions

How we help

• Evaluate wage claims for unpaid overtime, commissions, and final pay
• Review whether accrued PTO must be paid under company policy
• File claims with the Connecticut Department of Labor or in court
• Pursue double damages and attorney fees for willful violations

Connecticut's Wage Payment Act requires employers to pay all earned wages promptly. Upon termination, wages must be paid on the next regular payday following separation. When employers withhold pay, delay final checks, or refuse to compensate for earned PTO or commissions, Connecticut law provides meaningful remedies — including double damages and attorney fees for willful violations.

Wage theft takes many forms. It may involve misclassifying employees as independent contractors to avoid overtime obligations, failing to pay for off-the-clock work, reducing commissions after the fact, or simply cutting a final paycheck short. The pattern is often subtle, but the legal framework to address it is well-established.

Connecticut's minimum wage and overtime laws generally track federal law under the Fair Labor Standards Act, but Connecticut sometimes provides additional protections. For employees earning commissions or bonuses, the terms of the employment agreement and the employer's established practices both matter when calculating what is owed.

We help Connecticut employees assess what they are owed, determine whether a DOL complaint or court claim is the better path, and pursue the strongest available remedy. Many wage claims resolve without litigation once the employer understands the exposure it faces — including the potential for double damages and fees.