Connecticut Sick Leave Law: Accrual, Caps and Who Is Covered — Best Proven Guide (2026)

The Connecticut sick leave law gives you 1 hour for every 30 hours worked (up from 1 per 40 before 2025), capped at 40 hours a year, with carryover, for employers of 25 or more (2025), 11 or more (January 1, 2026), and every employer (January 1, 2027).

This guide gives the exact connecticut sick leave law rule with the date we verified it, the statute, and what to do next. Rules verified against Connecticut Department of Labor, Wage and Workplace Standards Division on 2026-10-08; confirm the current rule with Connecticut Department of Labor, Wage and Workplace Standards Division or an attorney before you rely on it.

Connecticut Sick Leave Law: The Rule

1 hour for every 30 hours worked (up from 1 per 40 before 2025). 40 hours a year, with carryover. Covered: employers of 25 or more (2025), 11 or more (January 1, 2026), and every employer (January 1, 2027). The statute is Conn. Gen. Stat. 31-57r to 31-57w (as amended by 2024 Public Act 24-8), in effect since January 1, 2012; expansion phased 2025-2027.

What Connecticut Sick Leave Law Lets You Use Leave For

Connecticut’s paid sick leave law generally lets a covered employee use leave for their own illness, injury, or health condition, including diagnosis, treatment, and preventive care. It also covers caring for a family member, which the 2023 expansion defines broadly enough to include people who are like family.

It also covers safe leave related to family violence or sexual assault, and a closure of the workplace or a child’s school during a declared public health emergency. Confirm current coverage with the Connecticut Department of Labor.

Connecticut Sick Leave Law at a Glance

Rules verified against Connecticut Department of Labor, Wage and Workplace Standards Division on 2026-10-08; confirm the current rule with Connecticut Department of Labor, Wage and Workplace Standards Division or an attorney before you rely on it. The statute row is where to check it yourself.

Accrual, Caps and Carryover Under Connecticut Sick Leave Law

1 hour for every 30 hours worked (up from 1 per 40 before 2025); 40 hours a year, with carryover. When the need for leave is foreseeable, the state generally lets an employer require reasonable advance notice. When it is unforeseeable, notice is required only as soon as practicable.

For longer absences, an employer may ask for reasonable documentation, such as a health care provider’s note or, for safe leave, a police or court record. An employer generally cannot require the documentation to explain the nature of the illness.

Paid or Unpaid Under Connecticut Sick Leave Law

The leave is paid at your regular rate for the covered employers above; smaller employers in some states must give the time unpaid.

Connecticut Sick Leave Law and Retaliation

Under the Connecticut paid sick leave law, an employer may not retaliate against or discriminate against a worker for asking for or using paid sick leave, or for filing a complaint about it. A worker who believes this happened may file a complaint with the Connecticut Labor Commissioner, who can order remedies and assess penalties against the employer.

Local Rules and Connecticut Sick Leave Law

Some cities add their own paid-leave ordinance on top of state law; the more generous rule applies.

Other Connecticut Sick Leave Law Rules to Know

Connecticut’s original paid sick leave law covered only certain “service worker” jobs. Public Act 23-101 broadened it to most private-sector employees, phasing coverage in by employer size, and widened both the permitted uses and the definition of family member. Confirm whether a specific employer is covered yet with the state agency.

Frequently Asked Questions

Is paid sick leave required in Connecticut?

Yes. 1 hour for every 30 hours worked (up from 1 per 40 before 2025).

How much sick leave do I get under Connecticut sick leave law?

40 hours a year, with carryover.

Which employers are covered by the Connecticut sick leave law?

Employers of 25 or more (2025), 11 or more (January 1, 2026), and every employer (January 1, 2027).

Can I be fired for using sick leave in Connecticut?

Under the Connecticut paid sick leave law, an employer may not retaliate against or discriminate against a worker for asking for or using paid sick leave, or for filing a complaint about it.

When did the Connecticut sick leave law take effect?

January 1, 2012; expansion phased 2025-2027.

Official Connecticut Sources & Resources

• Connecticut Department of Labor, Wage and Workplace Standards Division: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards
• Connecticut statute (Conn. Gen. Stat. 31-57r to 31-57w (as amended by 2024 Public Act 24-8)): https://www.cga.ct.gov/current/pub/chap_557.htm#sec_31-57r
• Verified source: https://marketingpreview.mercer.com/content/dam/mercer-dotcom/migrated-assets/blogs/law-and-policy/2025/07/pdf-2025-roundup-state-accrued-paid-leave-mandates.pdf
• Verified source: https://www.ep.com/legal-and-compliance/sick-and-paid-leave-laws-update/
• Verified source: https://www.hubinternational.com/en-us/hub-resources/absence-management-bulletins/2025/11/2025-2026-state-leave-law-updates/
• Verified source: https://www.postercompliance.com/blog/paid-sick-leave-laws-by-state/
• U.S. Department of Labor, Wage and Hour Division — state payday requirements: dol.gov

This connecticut sick leave law guide was last verified against official Connecticut sources in October 2026. Rules change — confirm the current figure with the state agency or a licensed attorney.

More Connecticut Workplace Rights Guides

• Connecticut PTO Laws: Is Unused Vacation Paid Out?
• Connecticut Break Laws: Meal and Rest Breaks
• Connecticut Labor Laws: Every Rule in One Place
• Connecticut Unemployment Eligibility: Who Qualifies
• Unemployment and Workplace Rights Guides for All 50 States

Disclaimer: This guide is general information, not legal or financial advice. My Unemployment Rights is an independent educational resource, not a government agency and not a law firm. Final-paycheck deadlines, penalties and non compete rules change — every figure here carries the date we verified it. Confirm the current rule with your state labor department or a licensed attorney before you act.