Payroll and HR Services in Connecticut

CoAd for Connecticut businesses. Built for the way you work.

Connecticut keeps employment law at the state level, and it changes often: a new minimum wage every January, paid sick leave reaching every employer in 2027, CT Paid Leave, and pay ranges in every job posting from October 1, 2026. CoAd runs your payroll, keeps you compliant, and gives you a managed HR team that already knows the rules.

State minimum wage updates every January 1, including the scheduled 2027 increase

Paid sick leave accrual that follows the 2026 and 2027 expansion thresholds

CT Paid Leave withholding and quarterly remittance handled for you

Job postings and handbooks that meet the October 2026 pay transparency rule

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CoAd has the technology, the compliance expertise and the local support to move your business forward, whether you have 5 employees in Stamford or 500 across Fairfield and New Haven counties.

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CoAd services for Connecticut businesses

Payroll and managed HR, built for Connecticut.

Pick the service you need today. Both run on CoAdQuantum, so you can start with payroll and add a managed HR team later without switching systems.

Payroll

Payroll that already knows Connecticut.

Run payroll in minutes with CoAdQuantum. The state minimum wage, paid sick leave accrual thresholds, CT Paid Leave withholding and overtime rules are built in, and your federal and state taxes are calculated, filed and paid on time.

Automatic state minimum wage updates every January 1 (the 2027 increase is already scheduled)
Paid sick leave accrual that follows the 2026 and 2027 expansion thresholds
CT Paid Leave withholding and quarterly remittance handled for you
Federal and state tax filing with year-end W-2s and 1099s

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CoAdQuantum overview (1:37)

Payroll rules by city

How Bridgeport, Stamford and New Haven compare with state payroll rules.

Connecticut sets wages, sick leave and leave programs statewide, and it has no county governments and no local payroll taxes. Here is what changes, and what does not, in the three largest cities.

Local rule differs from the state default Defaults to Connecticut state

Payroll rule differences versus Connecticut state defaults in the largest Connecticut cities
City	Minimum wage	Paid sick leave	Local taxes, registration and county rules
BridgeportFairfield County (no county government)	Defaults to Connecticut state.	Defaults to Connecticut state.	No local income or payroll tax and no general business license; file a trade name certificate with the Town Clerk if you operate under an assumed name. No county-level employment rules in Connecticut.
StamfordFairfield County (no county government)	Defaults to Connecticut state.	Defaults to Connecticut state.	No local income or payroll tax and no general business license; file a trade name certificate with the Town Clerk if you operate under an assumed name. No county-level employment rules in Connecticut.
New HavenNew Haven County (no county government)	Defaults to Connecticut state for private employers. The city's Living Wage ordinance (fiscal 2026: $21.38/hr with health benefits, $22.38 without) applies only to city service contractors.	Defaults to Connecticut state.	No local income or payroll tax and no general business license; file a trade name certificate with the City Clerk if needed. No county-level employment rules in Connecticut.

State defaults, as of September 29, 2026: minimum wage $16.94/hr (January 1, 2026), rising to $17.48 on January 1, 2027; paid sick leave of 1 hour per 30 worked up to 40 hours a year, required at employers with 11+ employees in 2026 and every employer from January 1, 2027; CT Paid Leave funded by a 0.5% employee withholding, up to 12 weeks of benefits; CT FMLA covers employers with 1+ employees; unemployment wage base $27,000. Sample content for staging review, confirm with counsel before publishing. Sources: CT DOL paid sick leave, CT Paid Leave Authority, Governor's 2027 minimum wage notice.

Managed HR Services rules by city

Hiring, scheduling and benefits rules in Connecticut's largest cities.

Connecticut cities regulate their own contractors, not private employers. This is what a managed HR team tracks for you at the state level, plus the few local wrinkles worth knowing in Bridgeport, Stamford and New Haven.

Local rule differs from the state default Defaults to Connecticut state

HR and employment rule differences versus Connecticut state defaults in the largest Connecticut cities
City	Hiring and scheduling	Benefits, leave and pay practices	Industry rules, notices and county
BridgeportFairfield County (no county government)	Defaults to Connecticut state. The city's 2009 ban-the-box policy covers City of Bridgeport hiring only.	Defaults to Connecticut state.	Defaults to Connecticut state. No county-level employment rules in Connecticut.
StamfordFairfield County (no county government)	Defaults to Connecticut state.	Defaults to Connecticut state.	Defaults to Connecticut state. No county-level employment rules in Connecticut.
New HavenNew Haven County (no county government)	Defaults to Connecticut state. The city's 2009 ban-the-box ordinance covers city hiring and city vendors and contractors, not private employers.	Defaults to Connecticut state.	Defaults to Connecticut state. City service contractors must post living wage notices and file wage reports; a proposed wage theft ordinance has not been adopted. No county-level employment rules in Connecticut.

State defaults, as of September 29, 2026: ban-the-box for every employer (no criminal history questions on the initial application); salary range disclosure on request and at hire now, and a good-faith wage range plus benefits description in every job posting from October 1, 2026 (Public Act 26-12); salary history questions banned; sexual harassment training for employers with 3+ employees; CT FMLA 12 weeks (1+ employees); Family Violence Leave (3+ employees); pregnancy accommodation; MyCTSavings for employers with 5+ employees; CHRO and CT DOL posters. Sample content for staging review, confirm with counsel before publishing. Sources: CT Department of Labor, CT Paid Leave, City of New Haven.

CoAd support in Connecticut

Local support, wherever you are in Connecticut.

Our nearest office is in Garden City, New York, and our payroll and HR specialists support Connecticut employers by phone, chat and video every business day.

Nearest office

Garden City, NY

100 Quentin Roosevelt Blvd., Suite 502, Garden City, NY 11530

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Phone

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+1 (855) 351-4731, Monday through Friday.

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Support

Client support

Help center, chat and phone support for CoAdQuantum users.

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Talk to a specialist

Book time with a payroll or HR specialist who works with Connecticut employers.

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FAQ

Questions Connecticut employers ask us.

The answers below are a starting point. A CoAd specialist can walk through the rules for your cities and your headcount.

What is the Connecticut minimum wage right now?

$16.94 per hour as of January 1, 2026, rising to $17.48 on January 1, 2027 under the state's indexing law. Connecticut does not allow city minimum wages, so the same rate applies in Bridgeport, Stamford and New Haven. CoAdQuantum updates the rate automatically each January.

Does Connecticut paid sick leave apply to my business?

In 2026 it covers employers with 11 or more employees, and from January 1, 2027 every employer with at least one employee. Employees accrue 1 hour per 30 hours worked, up to 40 hours a year, with up to 40 hours of carryover. CoAd tracks accrual, the 120-day waiting period and the required CT DOL notice.

How does CT Paid Leave work with payroll?

CT Paid Leave is funded only by a 0.5 percent employee payroll deduction. CoAd withholds it, remits it quarterly to the CT Paid Leave Authority and coordinates the benefit with CT FMLA job protection, which applies to employers with one or more employees.

What does the new pay transparency rule mean for our job postings?

From October 1, 2026, every Connecticut job posting must include a good-faith wage range and a general description of benefits, on top of the existing rule to give applicants the range on request. Managed HR Services reviews postings before they go out so they meet the state requirement.

Which HR rules reach very small Connecticut employers?

More than in most states. CT FMLA and ban-the-box apply at 1 employee, sexual harassment training and Family Violence Leave at 3 employees, and MyCTSavings at 5 employees without a retirement plan. A managed HR team keeps those thresholds and their notices straight for you.

Does CoAd have an office in Connecticut?

Our nearest office is in Garden City, New York. Connecticut employers are supported by phone, chat and video every business day, and a specialist who works with Connecticut businesses handles your account.

Can I start with Payroll and add Managed HR Services later?

Yes. Both run on CoAdQuantum, so adding a dedicated HR team later does not mean a new system or a new implementation. Many clients start with payroll and add HR once they pass the 11-employee sick leave threshold or begin hiring faster.