Connecticut Workers’ Comp Weekly Benefit Calculator (2026)
Quick Answer: In Connecticut, workers’ comp pays 75% of your average weekly wage (AWW), up to a maximum of $1,716.00 per week as of 2026. Your AWW is calculated using your earnings from the 52 weeks before your injury. Most workers receive less than the maximum — use the table below to find your exact benefit.
This content is for informational purposes only and does not constitute legal advice. I am not a lawyer. Consult a licensed workers’ comp attorney in your state.
From Shane: Surviving on 75% of Your Income
I remember exactly what it felt like to open that first workers’ comp check after my 2011 injury. I was a union ironworker pulling decent money, and I assumed the system would take care of me. It didn’t — not automatically, anyway. The check was wrong. The AWW calculation left out two months of overtime. What should have been close to $900 a week came in at $640.
That 25% reduction from your normal wage is already the law. You’re already taking the hit. But when the insurance carrier also low-balls your AWW — which they do routinely, because nobody’s checking — you’re looking at living on 60% or less of what you actually earned.
Budget for 75% from day one. Cut subscriptions, defer anything deferrable, and most importantly: pull your own pay stubs from the 52 weeks before your injury before the insurance company does their calculation. Because the number they hand you is not always the number the law entitles you to.
The Exact Connecticut Workers’ Comp Benefit Formula
Connecticut workers’ comp benefits are governed by Connecticut General Statutes § 31-307. The formula has two components:
Step 1: Calculate Your Average Weekly Wage (AWW)
AWW = Total wages earned in the 52 weeks before your injury ÷ 52
If you worked fewer than 52 weeks for your employer, you divide by the actual number of weeks worked — not 52. This distinction matters enormously for newer employees.
Step 2: Apply the 75% Rate
Weekly Benefit = AWW × 0.75
If that number exceeds $1,716.00, your benefit is capped at $1,716.00. If it falls below the minimum (which varies based on the state minimum wage calculation), a floor applies.
What’s Included in Your AWW
| Compensation Type | Included in AWW? | Notes |
|---|---|---|
| Regular hourly wages | ✅ Yes | All hours worked |
| Overtime pay | ✅ Yes | Actual overtime earned, not projected |
| Bonuses (performance/productivity) | ✅ Yes | If earned as part of employment |
| Holiday pay | ✅ Yes | If paid as wages |
| Tips (reported) | ✅ Yes | Must be documented |
| Second job wages | ✅ Yes | If injury disables you from that job too |
| Employer-paid benefits (health ins.) | ❌ No | Not counted as wages |
| Holiday bonuses (gifts) | ⚠️ Disputed | Depends on regularity and employer practice |
Critical point on second jobs: Connecticut allows wages from a concurrent employer to be included in your AWW if the work-related injury also prevents you from performing that second job. Document both jobs immediately after injury.
Pre-Calculated Connecticut Workers’ Comp Benefit Table (2026)
This table shows your weekly workers’ comp benefit at the 75% rate. Benefits are capped at $1,716.00/week.
| Your Weekly Wage (AWW) | Weekly Benefit (75%) | Annual Equivalent |
|---|---|---|
| $300 | $225.00 | $11,700 |
| $400 | $300.00 | $15,600 |
| $500 | $375.00 | $19,500 |
| $600 | $450.00 | $23,400 |
| $700 | $525.00 | $27,300 |
| $800 | $600.00 | $31,200 |
| $900 | $675.00 | $35,100 |
| $1,000 | $750.00 | $39,000 |
| $1,100 | $825.00 | $41,600 |
| $1,200 | $900.00 | $46,800 |
| $1,300 | $975.00 | $50,700 |
| $1,400 | $1,050.00 | $54,600 |
| $1,500 | $1,125.00 | $58,500 |
| $1,600 | $1,200.00 | $62,400 |
| $1,700 | $1,275.00 | $66,300 |
| $1,800 | $1,350.00 | $70,200 |
| $1,900 | $1,425.00 | $74,100 |
| $2,000 | $1,500.00 | $78,000 |
| $2,100 | $1,575.00 | $81,900 |
| $2,200 | $1,650.00 | $85,800 |
| $2,288* | $1,716.00 | $89,232 (CAP) |
| $2,300 | $1,716.00 (CAP) | $89,232 |
| $2,400 | $1,716.00 (CAP) | $89,232 |
| $2,500 | $1,716.00 (CAP) | $89,232 |
| $2,600 | $1,716.00 (CAP) | $89,232 |
| $2,700 | $1,716.00 (CAP) | $89,232 |
| $2,800 | $1,716.00 (CAP) | $89,232 |
| $2,900 | $1,716.00 (CAP) | $89,232 |
| $3,000 | $1,716.00 (CAP) | $89,232 |
*$2,288/week is the approximate AWW threshold where the benefit cap kicks in ($1,716 ÷ 0.75 = $2,288).
Source: Connecticut Workers’ Compensation Commission, maximum benefit rate effective October 1, 2025 through September 30, 2026.
What the Law Says vs. What Actually Happens
This is the part nobody tells you about.
What the law says: Your AWW must include all wages from the 52-week period before your injury, including overtime, bonuses, and concurrent employment wages.
What actually happens: The insurance carrier’s adjuster pulls a wage statement from your employer’s payroll department. That statement frequently has problems:
- Overtime is excluded or averaged incorrectly. Adjusters sometimes calculate AWW using only your base hourly rate times standard hours — ignoring the 8, 12, or 16 hours of overtime you worked every single week.
- The lookback window is shortened. If you started 11 months ago and worked heavily in months 1-4, using a shorter window can dramatically cut your AWW.
- Bonuses disappear. Production bonuses, quarterly bonuses, and piece-rate earnings often don’t show up in employer-generated wage statements, especially when payroll and HR use different systems.
- Second job wages are simply never asked about. The carrier isn’t going to call your other employer. That’s on you to report and document.
How to Catch It
- Pull your own W-2 or pay stubs from the 52-week period before injury before submitting anything.
- Do your own AWW calculation using the formula above.
- Compare your number to the carrier’s number. Any discrepancy over $20/week is worth a formal challenge.
- File a Form 30C (Notice of Claim for Compensation) immediately if you believe your AWW was understated.
A $50/week AWW miscalculation costs you $2,600 over a year of total disability. On a multi-year claim, it costs tens of thousands.
Real Case Example: Fluctuating Hours and Overtime
Worker Profile:
– Occupation: HVAC Technician, Hartford County
– Injury date: March 15, 2025
– Employment duration: Full 52 weeks with current employer
– Base rate: $28/hour, 40-hour standard week
Wage History (52 weeks prior to injury):
| Period | Weeks | Regular Pay | Overtime Pay | Weekly Average |
|---|---|---|---|---|
| Summer/Fall (peak season) | 30 weeks | $1,120/wk | $420/wk | $1,540/wk |
| Winter (slow season) | 22 weeks | $1,120/wk | $0/wk | $1,120/wk |
Correct AWW Calculation:
- Total regular wages: $1,120 × 52 = $58,240
- Total overtime wages: $420 × 30 = $12,600
- Total wages earned: $70,840
- AWW: $70,840 ÷ 52 = $1,362.31
- Weekly benefit: $1,362.31 × 0.75 = $1,021.73/week
What the carrier tried to pay:
The adjuster used only the winter wage rate, arguing the worker was “currently” earning $1,120/week.
- Carrier’s AWW: $1,120.00
- Carrier’s offered benefit: $1,120 × 0.75 = $840.00/week
Difference: $181.73/week. Over 12 months of total disability, that error would have cost this worker $9,449.96.
The correct approach — using all 52 weeks of actual wages — is what Connecticut law requires. The carrier’s approach was wrong and challenged successfully.
Frequently Asked Questions
Q: How does Connecticut calculate my AWW if I only worked for my employer for 3 months before getting injured?
A: Connecticut uses a proportional calculation for short-tenure workers. Under C.G.S. § 31-307, if you worked fewer than 52 weeks, your AWW is calculated by dividing your total wages by the actual number of weeks you worked — not 52. However, if this produces an unreasonably low figure, Connecticut law allows for a “similar employee” comparison, where the AWW is based on what a comparable worker in the same job earned over 52 weeks. This is not automatic — you or your attorney must request it. If you’re a newer employee and the carrier is simply dividing your short earnings by 52, that is almost certainly wrong and legally challengeable. The purpose of the similar employee provision is to protect workers from being penalized for having a short tenure when the injury itself cut that tenure short. Document this immediately and push back formally.
Q: Is Connecticut workers’ comp income taxable?
A: No. Workers’ compensation benefits in Connecticut are not subject to federal income tax under 26 U.S.C. § 104(a)(1), and Connecticut does not tax workers’ comp payments at the state level either. This is one of the reasons the benefit rate is 75% rather than 100% — the legislature historically built in the assumption that the tax-free nature of benefits partially offsets the 25% reduction. That said, if you return to work and receive both workers’ comp and wages simultaneously (in a light-duty situation), your wages remain taxable. Additionally, Social Security Disability Insurance (SSDI) benefits can be reduced — or “offset” — when you also receive workers’ comp, a wrinkle that catches many injured workers off guard. If you’re collecting both, consult an attorney about structuring your settlement to minimize the SSDI offset.
Q: What happens if my injury prevents me from working my second job too?
A: Connecticut allows concurrent employment wages to be added to your AWW, but you must affirmatively establish two things: (1) that you held the second job at the time of injury, and (2) that the work-related injury prevents you from performing that job. “Prevents” is the operative word — the injury doesn’t have to make the second job physically impossible, but it must materially interfere with your ability to perform it. Document your secondary employment with pay stubs, employer contact information, and a written statement about how your injury affects that work. Workers who fail to document this during the initial claim frequently lose the right to include those wages later. Do not wait — bring your secondary employment to your attorney’s attention immediately after injury.
Q: Can my workers’ comp benefit be reduced if I return to light-duty work?
A: Yes. Connecticut uses a partial disability benefit formula when you return to work at reduced wages. Under C.G.S. § 31-308, your partial benefit is calculated as: 75% × (Pre-injury AWW − Current light-duty wages). For example, if your AWW was $1,200 and you’re earning $700/week in light duty, your partial benefit would be 75% × ($1,200 − $700) = $375/week, plus your $700 in wages, for total weekly income of $1,075. The important thing to know: you cannot be forced into light-duty work that exceeds your physician’s restrictions. If your employer offers a light-duty position that your treating physician has not cleared, you have the right to refuse it without losing benefits. Get every medical restriction in writing from your doctor before accepting or declining any return-to-work offer.
Q: What is the minimum workers’ comp weekly benefit in Connecticut?
A: Connecticut does not set a flat statutory minimum benefit the same way it sets the maximum. The minimum benefit is effectively tied to the lower end of actual wages — if your AWW was $200/week, your benefit is $150/week. However, there are practical floors tied to Connecticut’s minimum wage laws and specific circumstances. Injured workers earning at or near minimum wage should be aware that some classifications and employment types have specific provisions under the Workers’ Compensation Act. If your calculated benefit seems extremely low — particularly under $200/week — consult the Connecticut Workers’ Compensation Commission directly or speak with an attorney, because there may be additional remedies or correct calculation methods that apply to your situation.
Q: How long will I receive weekly benefits in Connecticut?
A: Connecticut distinguishes between temporary total disability (TTD), temporary partial disability (TPD), and permanent disability benefits, each with different duration rules. TTD benefits — the full 75% payment — continue while you are completely unable to work due to the injury, with no hard statutory time limit in most cases, subject to carrier challenges and medical reviews. Permanent partial disability (PPD) benefits are paid based on a specific schedule tied to the body part injured and a percentage of permanent impairment, as determined by an independent medical examination. Permanent total disability (PTD) benefits can be paid for life. The carrier has the right to request an Independent Medical Examination (IME) to challenge your disability status. An IME doctor working for the insurance company is not your advocate — understand this clearly and have your own treating physician’s documentation meticulously up to date.
Q: My employer says my injury was my fault. Does that affect my weekly benefits?
A: Connecticut is a no-fault workers’ comp state, which means your own negligence — even if you were entirely responsible for your injury — does not disqualify you from receiving benefits under C.G.S. § 31-275 et seq. Workers’ compensation was specifically designed to replace the fault-based tort system for workplace injuries. There are very narrow exceptions: injuries caused by willful and serious misconduct, being intoxicated at the time of injury, or injuries sustained while committing a crime. Normal negligence, carelessness, or even violations of safety rules that don’t rise to the level of willful misconduct
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