On May 21, 2024, Governor Lamont signed into law new legislation that significantly expands Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid sick leave no later than January 1, 2027.
Mandates Coverage by Almost All Private-Sector Employers
Under the existing paid sick leave law, employers that employ 50 or more individuals in Connecticut must provide up to 40 hours of paid sick leave annually to defined “service workers.” The new legislation significantly expands the reach of the law to impose the mandate on nearly every private-sector employer. The new requirements will be phased in over three years based on size of the workforce in Connecticut:
- Beginning January 1, 2025, the law will apply to employers with 25 or more employees;
- Beginning January 1, 2026, the law will apply to employers with 11 or more employees; and
- Beginning January 1, 2027, the law will apply to employers with at least one employee.
Expands Definition of Covered Employee
Currently, paid sick leave is limited to employees meeting the definition of “service worker,” which excludes per diem and temporary workers. Under the new legislation, all private-sector employees will be eligible to receive paid sick leave, including per diem or temporary workers, except for seasonal and certain unionized construction workers
Accelerates the Accrual Rate
Under the new measure, eligible employees will accrue 1 hour of paid sick leave for every 30 hours worked, instead of the current accrual of 1 hour for every 40 hours worked. Employers that already offer other paid leave, including vacation, personal days or PTO, under the same or better terms and conditions will be deemed to be in compliance with the new requirements.
Limitations on Required Documentation
Under current law, employers can request reasonable documentation if the employee uses paid sick leave for three or more consecutive workdays. By contrast, the new legislation prohibits employers from requiring any documentation that the employee took paid sick leave for a qualifying reason.
Additional Notice Requirements
Covered employers must continue displaying posters regarding paid sick leave. They will also be required to provide written notice to employees of their paid sick leave rights no later than January 1, 2025, or at the time of hire, whichever is later.
What Now?
Connecticut employers that previously were exempt from the law should note the date when they must begin providing paid sick leave to their employees. If necessary, employers should also revise leave policies and practices, educate employees on the paid sick leave law, and provide and post any relevant notices. Employers that already provide employees with paid sick leave should review policies and practices to ensure they comply with all of the elements of the new law, including but not limited to its accrual rate and its restriction on obtaining documentation of the reason for the leave.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances. Please reach out to the Service Team to request any modifications/updates to PTO policies, or for any additional questions at 407-447-3837 or via email: hcmservice@plansource.com
