Emily WangDoes Connecticut require paid sick leave? Yes — and the requirement now covers more employers than ever. As of 2024, Connecticut employers with 25 or more employees must provide paid sick leave to covered workers. Employees accrue one hour of sick leave for every 40 hours worked, up to 40 hours (five days) per year. The law is separate from Connecticut's Paid Family and Medical Leave Insurance program, which provides longer-term paid leave funded by payroll contributions. Below are the most common questions about Connecticut's paid sick leave law answered directly.
Which Employers Must Provide Paid Sick Leave in Connecticut?
As of January 1, 2024, any employer with 25 or more employees in Connecticut must provide paid sick leave. This threshold was lowered from 50 employees under P.A. 22-82, which phased in coverage starting with employers of 50+ in 2022, then 25+ in 2024.
The employer size is calculated based on the total number of employees working in Connecticut — not nationwide. A company with 200 employees nationally but only 20 in Connecticut is below the threshold. A company with exactly 25 Connecticut employees meets it.
Employees who are classified as "service workers" under the original 2011 law (C.G.S. § 31-57r) had additional coverage requirements — but the 2022 and 2024 amendments substantially broadened who qualifies regardless of job classification.
Who Is Covered as an Employee Under the Connecticut Paid Sick Leave Law?
Most employees working in Connecticut qualify for coverage. The law originally applied only to "service workers" in specific occupational categories, but the legislature has progressively expanded coverage. As of 2024, the law broadly covers non-exempt employees — hourly and most salaried employees who do not meet the FLSA's executive, administrative, or professional exemption tests.
Excluded from coverage in most cases:
- Temporary employees from staffing agencies whose placement is expected to last fewer than 40 weeks in a calendar year
- Certain exempt executives and professionals under the FLSA Part 541 tests
- Independent contractors (not classified as employees)
Employees begin accruing leave on their first day of employment. However, new hires may be required to wait until they have been employed for 680 hours before using accrued sick leave, if the employer maintains a compliant policy reflecting that requirement. After that threshold, accrued leave is available for use.
How Much Paid Sick Leave Can I Earn and Use in Connecticut?
The accrual rate is one hour of paid sick leave for every 40 hours worked, up to a maximum of 40 hours per calendar year. Part-time workers accrue proportionally based on actual hours worked.
At year-end, unused accrued sick leave carries over to the following year — up to the 40-hour carryover cap. However, an employee cannot use more than 40 hours of sick leave in any single calendar year, regardless of how much has accumulated through carryover.
Example: An employee who accrues 40 hours in Year 1, uses 20 hours, and carries over 20 hours into Year 2 can accrue up to another 40 hours in Year 2. But they can still only use a combined total of 40 hours in Year 2.
À retenir: Employers may frontload 40 hours at the start of the calendar year instead of using the accrual method. A frontloaded policy does not require carryover of unused leave, provided the employer grants the full 40 hours at the beginning of each year.
What Reasons Can I Use Connecticut Paid Sick Leave For?
The Connecticut Paid Sick Leave Law allows employees to use accrued leave for:
- The employee's own illness, injury, or health condition — including mental health conditions
- Medical diagnosis, treatment, or preventive care for the employee
- Care for the employee's child, spouse, or parent with an illness, injury, or health condition
- Absence related to domestic violence or sexual assault — for the employee or the employee's minor child, including medical care, safety planning, legal proceedings, or moving to a safe location
Employers may not require employees to find a replacement worker as a condition of using sick leave. Requiring the employee to "find someone to cover your shift" before approving sick leave is an independent violation of C.G.S. § 31-57r(f).
How Is the Paid Sick Leave Law Different From Connecticut's PFMLI Program?
This is the most frequently confused aspect of Connecticut leave law. The two programs are completely separate.
| Paid Sick Leave (C.G.S. § 31-57r) | PFMLI (CTPLA) | |
|---|---|---|
| Duration | Up to 40 hrs/year | Up to 12 weeks/year |
| Purpose | Short-term illness, care, DV/SA | Bonding, serious illness, military |
| Funding | Employer-provided | Employee payroll deduction (0.5%) |
| Eligibility | 25+ employee employers | 3+ months employed |
| Wage replacement | 100% of regular wages | 60-95% of average weekly wages |
"Many Connecticut employees don't realize they may be entitled to use both programs in a single year for different qualifying events. Sick leave for a routine illness doesn't exhaust PFMLI for a family medical leave event — they operate independently." — Connecticut Employment Lawyers Association, 2024 Compliance Bulletin.
For workers in nearby states navigating similar dual-program structures, North Carolina's sick leave framework provides a contrasting model where no statewide paid sick leave is required — a useful comparison for understanding Connecticut's relatively advanced protections.
What Happens If My Employer Denies My Sick Leave Request or Retaliates?
Retaliating against an employee for using or requesting paid sick leave is expressly prohibited under C.G.S. § 31-57r(f). Prohibited retaliatory actions include termination, demotion, schedule reduction, or any other adverse employment action taken because the employee exercised or attempted to exercise sick leave rights.
If your employer denies a valid sick leave request or retaliates:
- Document the denial in writing (email your supervisor's response if possible)
- File a complaint with the CTDOL at portal.ct.gov/DOL
- The CTDOL investigates and may order reinstatement, back wages, and civil penalties against the employer
Legal Disclaimer: This article provides general information about Connecticut's paid sick leave law as of 2026. The law has been amended multiple times and may change further. Consult the Connecticut Department of Labor or a licensed employment attorney for guidance on your specific situation.
