At Madison Resources, we aim to be a true partner to your staffing firm. Therefore, we provide essential guidance and resources to promote accuracy and efficiency. In this post, we share the latest Connecticut Paid Sick Leave Law Updates to help you stay compliant and prepared.
New Paid Sick Leave Law Signed in Connecticut
On May 21, 2024, Governor Ned Lamont signed HB 5005 into law, significantly expanding Connecticut’s paid sick leave requirements. Previously, only employers with 50 or more employees had to provide paid sick leave—and only to those classified as service workers. This update changes that.
Expanded Employer and Employee Coverage
The new law removes the service worker limitation, so almost all Connecticut employees become eligible for paid sick leave. Additionally, the minimum employer size thresholds decrease gradually:
- January 1, 2025: Employers with 25 or more employees
- January 1, 2026: Employers with 11 or more employees
- January 1, 2027: Employers with at least 1 employee
Also, employers cannot require documentation to support leave requests. While the current law allows advance notice, the new law does not specify this requirement.
Changes to Leave Accrual and Usage
Employees will accrue 1 hour of paid sick leave for every 30 hours worked—up from 1 hour per 40 hours previously. They can accumulate up to 40 hours annually and carry over unused leave to the next year, though employers may limit annual usage.
Moreover, employees can begin using paid sick leave after 120 days of employment instead of the previous 680 hours worked.
Broadened Leave Purposes
Under these Connecticut Paid Sick Leave Law Updates, employees can use their paid sick leave for:
- Their own illness, injury, medical care, or mental health days
- Caring for a broad definition of family members, including spouses, siblings, grandparents, and others related by blood or affinity
- Business or school closures due to public health emergencies
- Exposure to communicable illnesses that threaten others’ health
- Situations involving family violence or sexual assault, including medical care, counseling, victim services, relocation, or legal proceedings
Employer Responsibilities
By January 1, 2025, or at hire, employers must:
- Post employee rights posters
- Provide written notices of rights
- Include accrued and used paid sick leave hours on paystubs
- Retain related records for at least three years
How Madison Resources Can Help
To support compliance, please use the SICK pay code when tracking paid leave. Madison Resources will automatically accrue this leave for Connecticut employees. You can also check paid sick leave balances anytime through our online reporting system, MOS.
For any questions about reporting or compliance, contact your payroll specialist. As always, consult your attorney, CPA, or trusted advisors for further guidance.
Additional Resources
Contact:
CT Department of Labor
200 Folly Brook Blvd.
Wethersfield, CT 06109
Phone: (860) 263-6000
Explore our website to find more Legislative Updates. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.