Employment laws are constantly evolving, and one of the most significant changes impacting Connecticut businesses is the expansion of the state’s paid sick leave requirements. While many employers are familiar with Connecticut’s prior sick leave rules, recent legislative changes dramatically expand the number of employers and employees covered by the law.
For many businesses, these changes require more than simply updating a line in an employee handbook. Employers should review their current leave policies, payroll practices, employee classifications, and internal procedures to ensure they are meeting the new requirements. Taking a proactive approach now can help businesses avoid unnecessary disputes, administrative issues, and potential legal exposure in the future.
Here are four key things Connecticut employers should know about the expanded paid sick leave law:
1. More employers are now covered
Historically, Connecticut’s paid sick leave law applied only to certain service workers employed by larger businesses. The new law significantly expands coverage and will gradually apply to a much broader group of employers. Beginning January 1, 2025, employers with 25 or more employees are covered, followed by employers with 11 or more employees in 2026, and nearly all employers with one or more employees by January 1, 2027.
Businesses that were previously exempt from the law should determine whether they now fall within its requirements and begin preparing for compliance. Note that manufacturing and nonprofit employers, who were largely exempt under the old rules, must now comply if they meet the employee count thresholds. The only remaining exemptions after the rollout are for self-employed individuals and certain employers in construction unions with multiemployer health plans.
2. Employees have greater access to paid sick leave
The updated law expands the types of employees who are eligible for paid sick leave. Covered employees generally accrue one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year. The law also recognizes a broad range of qualifying reasons for leave, including an employee’s illness or preventive care, care for certain family members, issues related to family violence or sexual assault, and other circumstances permitted under the law.
While employees begin accruing time immediately, they are only entitled to start using that leave 120 calendar days after their start date. Note that “family members” now include siblings, grandparents, grandchildren, and registered domestic partners.
3. Existing policies may need to be revised
Employers should not assume their current paid time off or sick leave policies automatically comply with the new requirements. Employee handbooks, onboarding materials, payroll systems, and leave procedures may all require updates. Carefully reviewing policies now can prevent confusion among employees and reduce the risk of noncompliance later.
4. Proactive planning can reduce legal risk
Employment law compliance is not a one-time task. As workplace laws continue to change, employers should regularly review their policies and practices to ensure they remain up to date. A proactive review of employment policies can help businesses avoid costly disputes, maintain positive employee relationships, and focus on what matters most: running their business.