The Connecticut Paid Sick Leave Act, signed into law on June, 8, 2011, initially required employers with 50 or more employees to provide up to 40 hours of paid sick leave each year to eligible employees. This legislation was expanded in 2024 to have a wider impact on both employers and employees throughout the state.
The first set of changes went into effect on January 1, 2025, and will continue until January 1, 2027.
If you’re an employer operating in Connecticut, here’s what you need to know, including a few potential pitfalls to avoid.
It's important to note that CT Paid Sick Leave is different from Connecticut's Family and Medical Leave (CTFMLA).
The law is scheduled to expand the coverage to apply to more employers. Here is a rundown on updates to coverage:
Another significant change is that the law now covers all private-sector employees rather than only “service workers” in certain occupations. However, the law outlines certain employers that are not covered, which include:
Additionally, the law specifies that self-employed individuals are exempt from CT Paid Sick Leave.
To ensure accurate compensation, employers should be aware of the Connecticut Minimum Wage as it generally updates on an annual basis.
Employees can earn up to one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year. The previous regulation originally required one hour for every 40 hours worked. Employees are allowed to carry over up to 40 hours of unused sick leave into the next year.
Employees can begin using this benefit on their 120th day of employment.
Employees can now use leave for mental health days, to care for a wider range of family members (including adult children, siblings, grandparents, stepparents and parents-in-law, and even those with a close, family-like bond), or during public health emergencies when workplaces or schools are closed.
More specifically, under the expanded law, employees can take paid sick leave for:
The law requires employers to keep detailed records of sick leave accrual and usage for at least three years. These balances must be maintained on wage statements, which can be a big administrative task, especially for smaller businesses that might not have sophisticated payroll systems in place. Failing to maintain these records could result in fines and penalties.
Employers need to ensure that employees are aware of their rights under the new law. All new hires after January 1, 2025, are required to receive notice regarding this policy. Existing employees will also be required to receive a notice. Employers will also need to display posters in the workplace about employees’ paid sick leave rights.
For companies that already offer paid time off (PTO) or vacation days, it’s essential to ensure these policies align with the new requirements. While the law doesn’t require additional leave for businesses already offering 40 hours of PTO, these existing policies must meet the law's criteria.
The phased rollout of the law’s requirements means businesses must stay updated and prepared for each phase. Small businesses need to be proactive in understanding when the new requirements will impact them and have a plan for compliance.
Employers will not be able to search for a “replacement” employee while someone is out on sick leave, which can create some challenges associated with ensuring proper coverage for the business.
Employers will be prohibited from requiring an employee to provide any documentation or proof that paid sick leave is being used for permitted purposes under the law.
Navigating the CT paid sick leave law changes will require careful planning and communication. Employers should review current leave policies, set up robust record-keeping practices, and educate their workforce to ensure smooth compliance with the new law.
If your Connecticut organization needs help adjusting to the CT Paid Sick Leave law, as it covers a larger number of employers, consider using HR consulting services to help steer your organization towards complete compliance. Otherwise, contact us today and talk to a Connecticut HR compliance expert who can help navigate your specific concerns and challenges.