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Connecticut Expands Paid Sick Leave To More Employees

On May 28, 2024, Governor Lamont signed new legislation expanding Connecticut’s paid sick leave law to ensure more workers are covered.

Currently, Connecticut law requires employers with more than fifty (50) employees in specific retail and service occupations to provide their employees with up to forty (40) hours of paid sick leave annually.  The new legislation expands coverage to include more workers in two ways: beginning January 1, 2025 the paid sick leave law will apply to workers at nearly every occupation including part-time workers but excluding seasonal employees and other temporary workers; and the threshold for coverage will be lowered in three phases beginning with employers that have at least twenty-five (25) employees on January 1, 2025, those with at least eleven (11) employees January 1, 2026, and those with at least one (1) employee January 1, 2027.

The new legislation expands the definition of who qualifies as a “family member” if a worker wishes to use paid sick days to care for a loved one to now include not only that person’s minor children, but parents and spouses.

For those employers that currently provide time off that can be used for sick leave, they remain in compliance as long as the time off is accrued at a rate equal to or greater than one hour for every thirty (30) hours worked. Other paid leave allowed under the law may include paid vacation, personal days or “PTO”.

Employees become eligible either on the date the law first becomes applicable to their employer, or their first date of employment if hired after the effective date.  Employers must provide written notice at the time of hiring of an employee’s entitlement to paid sick days, the amount of leave provided, and the terms under which the leave may be used. In addition, the notice must advise that retaliation by the employer for the use of paid sick days is prohibited and the employee has a right to file complaints with the Labor Commissioner for any violation of the law.

If you have questions regarding this law and/or your compliance obligations, please contact Michael J. Kopsick at mkopsick@kkc-law.com or 860.812.1744.

KKC can also assist in preparing related notice(s) and/or Employee Handbook provisions.