Connecticut paid sick leave law

What it can be used for

Own or family member illness, injury, diagnosis, treatment or preventive care; mental health wellness days; public health emergency closures; and family violence or sexual assault needs. Source: portal.ct.gov↗ (opens in a new tab)

Notice and documentation

You may not require any documentation for a permitted use. Post notices in English and Spanish, give each employee written notice, and keep leave records for 3 years. Source: portal.ct.gov↗ (opens in a new tab)

Who is not covered

Seasonal employees working 120 days or fewer a year, certain union construction workers in multiemployer health plans, and self-employed people. Source: portal.ct.gov↗ (opens in a new tab)

Penalties

$100 civil penalty per violation, plus possible sick leave pay, back wages, reinstatement and restored benefits ordered by the Labor Commissioner. Source: portal.ct.gov↗ (opens in a new tab)

Recent changes

The law expanded to employers with 25 or more employees on January 1, 2025, and to 11 or more on January 1, 2026. From January 1, 2027 it covers every employer with 1 or more employees. Source: portal.ct.gov↗ (opens in a new tab)

The law and where to check

The law: Conn. Gen. Stat. §§ 31-57r to 31-57w (opens in a new tab)

The agency: Connecticut Department of Labor, Wage and Workplace Standards Division (opens in a new tab)

What federal law says

No federal law requires private employers to give paid sick leave. Federal contractors must give up to 7 days a year under Executive Order 13706. Source: U.S. Department of Labor↗ (opens in a new tab) Source: U.S. DOL — EO 13706↗ (opens in a new tab)

Paid sick leave checklist for Connecticut employers

A simple order of work, based on the rules above. It is not a legal checklist.

1. Check whether your business size is covered by the rule above.
2. Set up accrual in your payroll or HR system (or front-load the yearly amount).
3. Write a sick leave policy covering accrual, the cap, carryover, notice and documentation.
4. Show each employee's balance where your state requires it.
5. Check for city or county sick leave laws where your staff work.
6. Keep records of time earned and used.

More Connecticut employment law guides

• All Connecticut employment laws
• Connecticut final paycheck law
• Connecticut meal and rest break laws
• Connecticut overtime law
• Connecticut pay frequency law
• Connecticut vacation and PTO payout law
• Connecticut new hire reporting
• Connecticut at-will exceptions

Paid sick leave laws in other states

See every state on one page, or pick a state:

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Disclaimer: This guide provides general information based on publicly available official sources and is for information only. It is not legal, tax, payroll or employment-law advice and does not guarantee compliance with federal, state or local requirements. Rules can depend on your location, industry, contracts and other circumstances, and laws change. Always check the official source, the relevant government agency or a qualified professional before making a decision. MadyHR.ai accepts no responsibility for any action taken based on this page.

Last checked: October 19, 2026. Every rule and source link on this page was checked against the official government source on this date. Laws change, so always open the source link before you act.