Sick Leave for Connecticut Employees: What You Need to Know in 2025

Ever woken up in Hartford with a cold that even the best insurance policy can't fix, or caught the flu while commuting on Metro-North? Well, here's something to make you feel better: Connecticut was actually the first state in the nation to require paid sick leave back in 2011, setting the pace like a Yale rowing team.

Key Objectives: 

1. Overview of Connecticut's Paid Sick Leave Law 
2. Paid Sick Leave
3. When Can Employees Use Sick Leave? 
4. Connecticut Paid Family and Medical Leave Act (CT PFMLA)
5. How Does CT PFMLA Work?
6. When Can Paid Family and Medical Leave Be Used?
7. Employer Obligations
8. Frequently Asked Questions (FAQs)
9. Common Misconceptions About Sick Leave in Connecticut
10. Why Sick Leave Matters

What makes the Nutmeg State special? Just like our historic role in shaping America, Connecticut has been a pioneer in protecting workers' rights. The state was the first to pass mandatory paid sick leave - as groundbreaking as the first hamburger at Louis' Lunch in New Haven. Whether you're working at a hedge fund in Greenwich, manufacturing submarines in Groton, or serving students at UConn, you likely have protections.

Here's what sets Connecticut apart: Much like how we don't compromise on our pizza quality (sorry, New York), we take sick leave seriously. The law requires employers with 50 or more employees to provide paid sick leave to their "service workers." You earn one hour of paid sick time for every 40 hours worked, up to 40 hours per year. And like our state's deep connection to insurance (hello, Hartford!), these protections are reliable and well-established.

What's particularly impressive (like our fall foliage) is how the law has evolved. Recent updates have expanded these protections to cover more workers and situations, including public health emergencies. It's as adaptable as a New Englander dealing with four seasons in one day.

Connecticut stands out as one of the first states to mandate paid sick leave for employees. Under the state’s Paid Sick Leave Law and the more recent Connecticut Paid Family and Medical Leave Act (CT PFMLA), employees are provided with robust protections and benefits when they need time off for health or caregiving reasons. Here’s a comprehensive guide to sick leave in Connecticut in 2024.

Overview of Connecticut’s Sick Leave Laws

Connecticut offers two key types of sick leave protections for employees:

1. Paid Sick Leave Law: Targets certain service workers, ensuring access to accrued paid sick leave.
2. Connecticut Paid Family and Medical Leave Act (CT PFMLA): Provides broader coverage for income replacement during extended medical or caregiving absences.

Both laws work in tandem to provide employees with comprehensive support.

Paid Sick Leave Law

Who Is Covered?

• Applies to employers with 50 or more employees.
• Covers service workers in specified industries, including healthcare, food service, and retail.
• Excludes manufacturing employers and nationally chartered nonprofits.

How Does Paid Sick Leave Work?

• Employees accrue 1 hour of paid sick leave for every 40 hours worked, up to a maximum of 40 hours per year.
• Accrual begins on the first day of employment or January 1, whichever is later.
• Employees can start using accrued sick leave after 680 hours (approximately 17 weeks) of employment.

When Can Sick Leave Be Used?

Employees can use accrued paid sick leave for:

• Personal Illness or Injury: For their own health needs.
• Family Care: To care for a spouse, child, or parent.
• Public Health Emergencies: When their workplace or child’s school is closed due to a health crisis.
• Domestic Violence: To seek medical attention, counseling, relocation, or legal services related to domestic violence or sexual assault.

Carryover Rules:

• Employees may carry over unused sick leave to the following year, but employers can cap usage at 40 hours annually.

Connecticut Paid Family and Medical Leave Act (CT PFMLA)

Who Is Covered?

CT PFMLA applies to nearly all employees, regardless of employer size, including:

• Full-time, part-time, and self-employed individuals (if they opt-in).
• Employees must have earned at least $2,325 in the highest-earning quarter of the prior base period.
  
  

How Does CT PFMLA Work?

• Provides up to 12 weeks of paid leave in a 12-month period.
• Replaces up to 95% of wages, capped at $1,131 per week in 2024.
• Administered through the Connecticut Paid Leave Authority, funded by a 0.5% payroll deduction from employees.
  
  

When Can Paid Family and Medical Leave Be Used?

CT PFMLA allows leave for:

• Medical Leave: For the employee’s own serious health condition.
• Family Care: To care for a family member with a serious health condition.
• Parental Leave: For bonding with a new child (birth, adoption, or foster care).
• Military Leave: To address needs arising from a family member’s active duty.
• Donor Leave: For organ or bone marrow donation.

Employer Obligations

Connecticut employers are required to:

1. Notify Employees: Inform workers of their rights under the Paid Sick Leave Law and CT PFMLA through workplace posters and handbooks.
2. Track Accrual and Usage: Maintain records of hours worked and sick leave accrued and used for at least three years.
3. Ensure Job Protection: Protect employees from retaliation for using sick leave or family and medical leave.

Frequently Asked Questions (FAQs)

Q: Can employers require documentation for sick leave?

A: Employers may request reasonable documentation, such as a doctor’s note, for absences longer than three consecutive days.

Q: Are part-time and temporary workers eligible for paid sick leave?

A: Under the Paid Sick Leave Law, part-time workers are eligible if they meet the hours-worked threshold. CT PFMLA applies broadly to all workers who meet the earnings requirement.

Q: What happens to unused sick leave at the end of the year?

A: Employees can carry over unused sick leave, but employers can cap the annual usage at 40 hours.

Common Misconceptions About Sick Leave in Connecticut

1. “Only full-time employees qualify for sick leave.”

False. Both laws extend protections to part-time and temporary employees who meet eligibility requirements.

2. “Unused sick leave must be paid out upon termination.”

False. Employers are not required to pay out unused sick leave unless explicitly stated in their policies.

3. “CT PFMLA replaces employer-provided benefits.”

False. CT PFMLA supplements employer policies and ensures broader coverage for employees who may not receive adequate benefits.

Why Sick Leave Matters

Connecticut’s sick leave laws ensure that employees can care for their health and family responsibilities without financial stress or fear of job loss. For employers, these policies foster a supportive workplace culture, reduce absenteeism, and boost employee morale.

Final Thoughts

Connecticut’s Paid Sick Leave Law and CT PFMLA provide robust protections for employees across various industries. Whether you’re navigating a short-term illness or a prolonged caregiving need, these laws are designed to support your well-being and financial stability.

For more information, visit:

• The Connecticut Department of Labor for details on the Paid Sick Leave Law.
• The Connecticut Paid Leave Authority for resources on CT PFMLA.

Need Help?

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We help you navigate employment contracts, tax compliance, workforce flexibility, and risk mitigation, all tailored to your unique business requirements. Contact us today at tcwglobal.com or email us at hello@tcwglobal.com to discover how we can help your organization thrive in today's dynamic work environment. Let TCWGlobal assist with all your payrolling needs!