Connecticut broadens scope of paid sick leave benefits

Paid sick leave law in Connecticut saw significant expansion on May 21, 2024, with the enactment of Connecticut House Bill 5005, as reported by the National Law Review.

Previously, Connecticut’s paid sick leave law applied only to private employers with 50 or more employees and covered service workers as defined by law. The new law removes the service worker criteria in three phases, making all Connecticut employees eligible for paid sick leave, except for some seasonal and unionized employees.

The reduction of the minimum employee threshold for covered employers will take place as follows:

• From January 1, 2025, employers with 25 or more employees.
• From January 1, 2026, employers with 11 or more employees.
• From January 1, 2027, employers with at least one employee.

Leave Accrual and Carryover as per HB 5005:

• Employees will now accrue one hour of paid sick leave for every 30 hours worked, up to 40 hours per year.
• They can carry over up to 40 unused hours to the following year, though employers can limit annual usage. 
• Employers may also opt to provide the full amount of paid sick leave at the start of each year. 
• Employees can start using paid sick leave after 120 days of employment, compared to the current requirement of 680 hours of work.

Permissible Uses of Paid Sick Leave as per HB 5005:

• For the employee’s own or a family member’s illness, injury, or health condition, including mental health and preventative care. (Family members now include a wide range of relatives and those with close, familial-like relationships.)
• Closure of the workplace or a family member’s school/place of care due to a public health emergency.
• When a health authority, employer, or healthcare provider determines the employee or a family member poses a health risk as a result of communicable illness.
• If the employee or a family member is a victim of family violence or sexual assault, for medical care, counseling, victim services, relocation, or participation in legal proceedings.

Expected Obligations:

• Employers must provide employees with written notice of their rights by January 1, 2025, or upon hiring, whichever is later, in addition to displaying a required poster. 
• The Connecticut Department of Labor will issue an updated model poster and written notice for compliance.
• Employers must also include in paystubs the number of accrued and used paid sick leave hours and retain these records for three years.
• The new law prohibits employers from requiring documentation for sick leave and does not address advance notice requirements for taking leave.