Connecticut paid sick leave law is expanding significantly through Substitute House Bill No. 5005. While current law requires only employers with 50+ employees to provide sick leave to “service workers,” the new law will require up to 40 hours of paid sick leave for most employees, with coverage expanding over time.
The law will phase in based on employer size: starting January 1, 2025, for employers with 25+ employees; January 1, 2026, for those with 11+ employees; and January 1, 2027, for all employers. This guide focuses on the expanded requirements taking effect in 2025.
Common Questions About Connecticut Paid Sick Leave
Understanding Connecticut paid sick leave requirements is essential for maintaining workplace compliance and supporting employee well-being. With significant changes approaching, employers must prepare for expanded obligations. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Connecticut?
Beginning January 1, 2025, all employees can take this leave, except seasonal employees who work 120 days or less in a year.
Which employers have to provide this leave?
The requirement phases in based on employer size; employee count is determined by the employer’s payroll for the week of January 1:
- January 1, 2025: Employers with 25+ employees in Connecticut
- January 1, 2026: Employers with 11+ employees in Connecticut
- January 1, 2027: All employers in Connecticut
How much leave do employers need to provide?
Employees accrue one hour of paid sick leave for every 40 hours worked, up to 40 hours per year. Accrual begins on the first day of employment or when the employer becomes covered under the law. Exempt employees are presumed to work 40 hours per week unless their normal schedule is less.
What can Connecticut paid sick leave be used for?
Employees can use leave for treatment, diagnosis, or preventative care for physical or mental health conditions, mental health wellness days, and family violence or sexual assault-related needs (including medical attention, counseling, relocation, or legal proceedings). The policy also applies to workplace or school closure due to public health emergency and when an employee’s presence at work would jeopardize others’ health due to communicable illness.
How does this relate to other types of leave?
Employers can use a paid time off policy that provides at least as much leave and allows for the same reasons as the sick leave law requires.
Can employers limit how many hours of sick leave employees use in a year?
Yes, employers can limit employees to 40 hours of paid sick leave per year.
Can employers provide all the leave at once instead of letting it accrue?
Yes, employers can provide the full 40 hours at the beginning of the year. Those who frontload don’t have to allow carryover of unused leave.
Do employers have to carry over unused leave?
Employees can carry over up to 40 hours annually, though employers can still limit annual usage to 40 hours. Employers who frontload leave don’t have to allow carryover.
What is the smallest amount of leave an employee can use?
Employees can use paid sick leave in one-hour increments.
What notice do employers and employees need to provide?
Employers must provide notice of rights at hire or by January 1, 2025 (whichever is later), display a poster in a visible location, provide electronic notice if no physical location exists, and include accrued and used leave information with each wage payment. The law doesn’t appear to allow employers to require advance notice from employees.
What verification can employers ask for?
Employers cannot require any verification that an employee is using leave for an allowable reason.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees’ jobs are protected. However, unused sick leave is not paid out at separation, and previously accrued leave is not reinstated if employees are rehired.
Simplify Connecticut Paid Sick Leave with SixFifty
Navigating Connecticut’s expanding paid sick leave requirements can be complex, especially with the phased implementation approach. SixFifty’s solutions streamline the process, ensuring your policies align with current requirements and helping you prepare for upcoming changes. We’re here to keep you compliant—even as paid sick leave laws evolve.
Want to see how it works? Schedule a free demo today!
