Connecticut Paid Sick Leave Laws

Various states, cities, and municipalities have enacted legislation requiring employers to provide paid time off (PTO) for employees to use when they are sick. Learn more about this type of leave, called paid sick leave, and what’s required in the state of Connecticut.

What is Paid Sick Leave?

Paid sick leave is a benefit that allows employees to take time off from work due to illness, injury, or other health-related issues without foregoing pay. The purpose of paid sick leave is to ensure that employees can recover from illness without the financial pressure of losing income. It also helps prevent the spread of contagious diseases in the workplace by encouraging sick employees to stay home.

There are no federal laws in place that mandate the provision of paid sick leave. The Family and Medical Leave Act (FMLA) allows qualified employees to take unpaid leave for certain health conditions.

The Families First Coronavirus Response Act (FFCRA) enacted temporary requirements for certain employers, granting up to two weeks of paid sick leave to employees who couldn’t work due to COVID-19 (diagnosis, symptoms, required quarantine, etc.) However, this legislation expired at the end of 2020.

Does Connecticut Have Paid Sick Leave Laws That Differ from Federal Paid Sick Leave Laws?

Connecticut was the first state in the nation to enact a paid sick leave law in 2011. Originally it applied only to employers with 50+ employees, and only required the provision of paid sick leave to those classified as service workers. However, a recent expansion includes changes that will be made in a stepped approach.

On January 1, 2025, the law applied to employers with 25+ employees. On January 1, 2026, the threshold dropped to include employers with 11+ employees. Then, January 1, 2027, will bring the number down to 1+ employee.

Under the current law, employers with 50+ employees must provide paid sick leave at an accrual rate is one (1) hour for every 40 hours worked. The maximum is 40 hours per year, with the option to carry over the full 40 hours each year.

The amendment will also adjust the accrual rate to 1 hour for every 30 hours worked, but that is not yet in effect.

Are There Requirements to be Eligible for Paid Sick Leave in Connecticut?

Yes, currently you must work for an employer with at least 50 employees and be classified as a “service worker.” Review Table 1 to determine what workers fall under this category.

As mentioned, the changes to the law will expand paid sick leave as a benefit to all employees of eligible employers.

Additionally, employers may impose a requirement that an employee must work at least 680 hours OR an average of 10 hours per week in the most recently completed quarter before being eligible to use paid sick leave.

Is There a Minimum Amount of Paid Sick Time Required in Connecticut?

No, there is no minimum amount of paid sick time. However, the maximum usage amount of 40 hours in a year remains unchanged.

What Can PSL be Used for in Connecticut?

Eligible employees may use their paid sick leave to care for themselves or a family member when suffering from an illness, injury, or physical or mental health condition.

The expansion of the law also allows employees to use paid sick leave in response to the closure of the place of business or a family member’s school or place of care due to a public health emergency. Another adjustment allows for its use when a determination has been made by an applicable individual that the employee or their family member poses a risk to the health of others due to the exposure of a communicable illness.

Is Paid Sick Leave Required to be Carried Over Each Year in Connecticut?

Yes, eligible employees may carry over up to 40 hours of unused, accrued paid sick leave.

Is Paid Sick Leave (PSL) Different from Paid Time Off (PTO) in Connecticut?

Yes, paid sick leave differs from paid time off (PTO). Paid sick leave is required for employers to provide in most cases. PTO is an optional benefit that an employer can choose to provide.

Additionally, PTO can typically be used for any purpose, as long as the time off is approved by an employee’s supervisor. Paid sick leave must be used to address an employee’s own health needs or the health needs of a family member.

Common Connecticut Paid Sick Leave Laws FAQs

How much paid sick leave am I entitled to take and be paid for in Connecticut?

Employees classified as “service workers” who work for an employer with 50+ employees are entitled to receive 1 hour of paid sick leave for every 40 hours worked. On January 1, 2025, the law will include employers with 25+ employees, and the accrual rate will change to 1 hour for every 30 hours worked.

Does paid sick leave apply to all employees who work in Connecticut?

The law applies to employees working for employers with at least 50 employees and who are classified as “service workers.” There are some additional exceptions (outlined below).

Which employees are exempt or partially exempt from the paid sick leave law in Connecticut?

The following employees may be exempt from the state paid sick leave law:

• Members of a construction-related tradesperson employee organization
• Seasonal employees (working 120 days or fewer in any year)
• Individuals covered under a collective bargaining agreement

Do I have to notify my employer before taking sick leave in Connecticut?

The requirement to notify an employer before taking sick leave is based on company policy.

Can I be disciplined for taking a sick day or using paid sick leave in Connecticut?

The law protects employees from retaliation by their employer for using paid sick leave. However, you must comply with your company’s policy around notifying the employer and providing required documentation. Employees found to be misusing paid sick leave or violating company rules may face discipline.

WorkforceHub, a time and labor platform, can help your company manage any requirements associated with accruals. Learn more and try it for free today.

Connecticut’s Paid Sick Leave Law

CT Paid Leave