What makes Connecticut's 52‑week wage calculation unique?
Connecticut requires the average weekly wage (AWW) for workers' compensation to reflect any overtime the employee earned during the 52 weeks preceding the injury. The state's formula adds overtime earnings to regular pay, then divides the total by 52, ensuring the benefit mirrors the worker's true earnings pattern.
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Step‑by‑step calculation
1. Gather the employee's total earnings for the 52 weeks before the injury, including:
- Base salary or hourly wages
- Overtime pay (time‑and‑a‑half or double‑time as applicable)
- Shift differentials, bonuses, and commissions that are regular and documented
2. Add all these amounts together to get the total compensation for the year.
3. Divide the total compensation by 52. The result is the AWW used to determine temporary total disability (TTD) benefits.
Overtime specifics
Connecticut law treats overtime as part of regular earnings, not a separate supplement. Whether the employee is non‑exempt and receives 1.5 × the hourly rate for hours over 40, or is covered by a collective bargaining agreement that defines overtime differently, the actual dollar amount paid is added to the base earnings before the division by 52.
Common pitfalls to avoid
• Ignoring irregular overtime. Occasional spikes in overtime must be included if they occurred within the 52‑week window.• Misclassifying bonuses. Only recurring, documented bonuses count; discretionary or one‑time awards outside the period are excluded.• Using calendar weeks. The calculation uses the 52‑week period ending on the injury date, not the calendar year.
Quick reference table
| Scenario | Total 52‑week earnings (incl. overtime) | Resulting AWW |
|---|---|---|
| Full‑time, $20/hr, 5 % overtime | $55,200 | $1,061.54 |
| Part‑time, $18/hr, 10 % overtime | $31,824 | $612.00 |
| Hourly $22, double‑time 2 % of hours | $61,440 | $1,181.54 |
Impact on benefits
The AWW directly sets the TTD rate, which is 66 % of the AWW up to the state maximum. Accurate inclusion of overtime therefore raises the benefit amount and aligns it with the employee's actual cost of living.
When the 52‑week period is incomplete
If the employee has worked fewer than 52 weeks due to recent hire or a break in service, Connecticut allows the use of the available weeks, scaling the total earnings to a 52‑week equivalent by multiplying by 52 divided by the number of weeks actually worked.