Major changes to Connecticut’s paid sick leave law became effective as of January 1, 2025, and apply to employers with at least 25 employees. The paid sick leave law will gradually expand coverage to employers with at least 11 employees on January 1, 2026, and to all employers with at least one employee on January 1, 2027.

The new law increases the rate at which covered employees accrue paid sick leave benefits, expands the reasons for which paid sick leave may be used, and expands the list of family members for whom a covered employee may take paid sick leave.

Reasons for Leave and Covered Family Members

The new law permits the use of paid sick leave for “family members,” applying the same definition of “family member” as Connecticut’s Family and Medical Leave Act. Family members include spouses, siblings, children, grandparents, grandchildren, and parents, as well as individuals who are “related to the employee by blood or affinity whose close association the employee shows to be equivalent of those family relationships.”

Employees will be permitted to take leave for the following reasons:

  • An employee’s or employee’s family member’s: (1) illness, injury, or health condition; (2) medical diagnosis, care, or treatment of the employee or employee’s family member’s physical illness, injury or health condition; or (3) preventive medical care.
     
  • Mental health wellness day.
     
  • Closures of the employee’s workplace or family member’s school or place of care by order of a public official due to a public health emergency.
     
  • In certain cases where an employee or employee’s family member has been exposed to a communicable illness.
     
  • For certain reasons where an employee or employee’s family member is a victim of family violence or sexual assault.

Leave Accrual and Carryover

Covered employees accrue leave at the rate of one hour for every 30 hours worked up to 40 hours per benefit year.  Employees who accrue paid sick leave must be permitted to carryover up to 40 hours of unpaid sick leave from one year to the next unless employers “frontload” paid sick leave to covered employees. In such cases, employers are not required to allow carryover of unused time. 

For newly covered employers and employees, leave will begin to accrue (or be frontloaded) on January 1 of the year they become covered (i.e., 2025 for employers with at least 25 employees, 2026 for employers with at least 11 employes, and 2027 for employers with at least one employee).

Leave Availability for New Employees

New employees may use paid sick leave beginning on the 120th calendar day of their employment.  

Documentation

Employers are prohibited from requiring an employee to provide any documentation confirming that paid sick leave is being taken for a permitted purpose.

Takeaways

There are a number of other provisions of the new law, including expanded employee protections and significant changes to employer and employee notice requirements.

It is critical for employers to review their policies and handbooks for compliance and ensure that they are updated as needed. Even employers that already offer 40 hours of paid time off to their employees or those whose policies comply with the current law must review and update their policies to ensure compliance with the many changes under the new law.

For further information, please contact:

Vincent Farisello
Partner
203.578.4284
vfarisello@carmodylaw.com

Nick Zaino
Partner
203.578.4270
nzaino@carmodylaw.com

This information is for educational purposes only to provide general information and a general understanding of the law. It does not constitute legal advice and does not establish any attorney-client relationship.