What Connecticut Employers Need to Know About Meal Break Requirements

By: Sara Bigman

What is required?

Connecticut law requires employees who work seven and a half hours or more in a single shift be given a break of at least 30 consecutive minutes for a meal. This meal break must occur after the first two hours of work and before the final two hours of work.

The employee does not need to be paid for this meal break. Employees must be completely relieved from all duties while on their meal break. If an employee must work during their meal period, employers must compensate the employee for the time worked. Employers should also be aware that having an employee work during an unpaid meal break may run them afoul of the statutory “break” requirements.

Are there any exceptions?

Connecticut General Statutes Sec. 31-51ii provides for certain exceptions to the above requirements, including employment situations where:

(1) compliance would be adverse to public safety,

(2) the duties of a position may only be performed by one employee,

(3) the employer employs less than five employees per single shift, or

(4) the nature of the employer’s operations requires that employees be available to respond to urgent or unusual conditions at all times and such employees are compensated for break and meal periods.

The statute also allows the employer and employee to enter into a written agreement providing for a different schedule of meal periods, rather than the one prescribed by statute. This includes collective bargaining agreements which provide for different break periods. The statute also carves out an exception for any professional employee, certified by the State of Connecticut Board of Education, who is working directly with children and employed by a local or regional board of education of any town or regional school district.

Since the statute only applies to unpaid meal breaks, the employer may choose to provide at least 30 total minutes of paid break time within a seven and a half hour or more single shift. If the break is paid, the 30 minutes need not be consecutive and can be given at any point throughout the day (rather than after the first two hours and before the final two hours of work).

It is critical for employers to take a close look at their policies and handbooks to ensure their obligations regarding meal breaks are up to date and compliant with applicable law as penalties may be assessed for each violation. Our Connecticut Employment Counseling & Litigation attorneys are here to help. Please do not hesitate to contact us with any questions or concerns.

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