Connecticut | Expands Paid Sick Leave Law
Beginning January 1, 2025, Connecticut’s paid sick leave law—which currently covers employers with 50 or more employees in the state and only applies to service workers—will be significantly expanded to cover almost all employees and employers. Below are some of the key provisions.
Employer Coverage
Employers will be required to comply with the new law on the following dates, based on the number of employees they have in Connecticut:
- January 1, 2025: employers with 25 or more employees
- January 1, 2026: employers with 11–24 employees
- January 1, 2027: employers with 1–10 employees
Employers should use the number of employees on their payroll during the January 1 payroll cycle to determine employee count.
Employee Coverage
All employees will be covered by the expanded law, with the exception of seasonal employees who work 120 days or less per year.
Action Items
- By the effective date applicable to your organization, add a sick leave policy to your handbook or, if you already have a sick leave or PTO policy, review it to ensure it meets the requirements of the amended sick leave law.
- Add the sick leave notice to your new hire packet.
- Display the sick leave poster at each worksite. For employees who work remotely, send a copy of the poster by electronic means or post to an accessible online platform.
Resourcing Edge will follow up with employers that have employees working in Connecticut.
Connecticut | Family Violence Leave Expanded
Beginning October 1, 2024, Connecticut has expanded its family violence leave law to include leave for sexual assault. The law applies to employers with three or more employees and allows employees who are victims to take up to 12 days of leave per calendar year for specified reasons, such as to seek counseling or to relocate.
Action Item
Update your domestic violence leave policy to include victims of sexual assault.
