Connecticut does not require employers to provide holiday pay to their employees. However, if your employer has promised holiday pay through an employment contract, company policy, or collective bargaining agreement, they must honor that commitment.
If you believe your employer has violated their agreement with you to pay holiday pay, you may wish to speak with a Hartford wage theft lawyer to understand your legal options. Wage theft is against the law, and you can pursue a lawsuit to get Connecticut holiday pay.
When Is Holiday Pay Required in Connecticut?
When holiday pay is part of your negotiated compensation package, it becomes a binding term of employment. This includes both individual employment contracts and collective bargaining agreements.
If your employer includes holiday pay in their employee handbook or written policies, this creates a binding obligation under Connecticut employment law. Even if the policy seems informal, consistent application of holiday pay may establish it as a contractual right.
Under Connecticut wage laws (Conn. Gen. Stat. § 31-71e), you cannot be denied wages that you’ve already earned. Any changes to their wage policies must be clearly told to you in advance.
For a free legal consultation, call (860) 999-9394
Understanding Your Holiday Pay Rights
Employers have flexibility in how they can offer Connecticut holiday pay, or even offer it at all. If they offer it, you could receive:
- Time-and-a-half pay
- Double time pay
- Regular pay plus an additional holiday day
- Fixed holiday bonuses
If you believe that your holiday pay wasn’t given to you or if you only received partial payment, review your employment documents carefully. They should explain your company’s holiday pay. If there is no formal document, find any communications from your employer about holiday pay. They can serve as evidence.
Then, with that evidence, contact a labor and employment lawyer in Hartford for a free consultation about your situation. They can look it over and see whether your employer may be in breach of their agreement with you.
Common Holiday Pay Violations
Connecticut employers must honor their holiday pay commitments and avoid discriminatory practices. Here are some of the ways that holiday pay rules can be violated.
Discriminatory Policy Application
Some employers withhold holiday pay in ways that violate the Connecticut Fair Employment Practices Act (CFEPA). This happens when pay is withheld due to discrimination against:
- Protected characteristics such as race, age, gender, or national origin
- Protected activities like filing workplace complaints or participating in investigations
- Union activity or support, which is protected under state and federal law
- Employee participation in protected leave programs like FMLA
Contract and Policy Violations
An employer could also agree to offer holiday pay in Connecticut but then make excuses not to pay it later. This is illegal and includes acts like:
- Paying holiday pay in the past and then changing the policy without notification
- Breaking written employment agreements regarding holiday compensation
- Violating collective bargaining agreements about holiday pay
Improper Pay Calculations
Employers must calculate holiday pay correctly under Connecticut wage laws when it is promised. Violations that involve improper pay often involve:
- Excluding non-discretionary bonuses from holiday pay calculations
- Failing to include commission earnings in holiday rate computations
- Incorrectly calculating overtime when holiday hours are involved
- Using wrong base pay rates for holiday premium calculations
Procedural Barriers
Some employers try to create hoops employees must jump through before getting promised holiday pay. These include:
- Requiring documentation beyond the amount for normal pay days.
- Requiring unreasonable advance notice before you can work a holiday
- Changing your schedule to avoid paying holiday pay, such as by cutting your hours later.
Click to contact our labor & employment lawyers today
Changes to Holiday Pay Policies
Your employer must provide adequate notice before making changes to holiday pay policies. Under Connecticut law, the notice should:
- Be given to you in writing
- Give you reasonable time to account for the changes (e.g., decide if working the holiday is worth it)
- Comply with collective bargaining agreement requirements
While employers can modify future holiday pay policies, they cannot take away earned holiday pay for work already performed. Their changes must also avoid breaking existing employment contracts and comply with labor regulations.
Complete a Free Case Evaluation form now
What Should I Do If My Holiday Pay Is Denied?
If you’ve been denied promised holiday pay in Connecticut, take these steps to protect your rights. Keep detailed records of:
- Dates and times you worked
- Holiday pay promises made
- Employment contracts
- Employee handbooks
- Pay stubs
- Communications about holiday pay policies
Then, carefully review your employment contract, union agreement, or company policy to confirm the specific holiday pay terms that apply to your situation. Finally, seek legal guidance from a qualified labor attorney. Many provide free consultations.
Contact Us for Help with Holiday Pay Issues
If you’re uncertain whether your employer is required to give you Connecticut holiday pay, we can assist you. Whether your employer has violated a contract, discriminated in applying holiday pay policies, or failed to honor promised benefits, Duddy, Goodwin, & Pollard can explain your legal options.
Our legal team has represented many Connecticut workers who have experienced wage theft and discrimination, including issues surrounding holiday pay. Contact us today to schedule a consultation about what happened to you. You’ll learn whether you’ve experienced wage theft and how you can fight back.
Call or text (860) 999-9394 or complete a Free Case Evaluation form