Connecticut Paid Sick Leave Update

By Kris Janisch
Published Aug. 7, 2023

Connecticut Paid Sick Leave Update

Covered employers with locations in Connecticut should check their policies and procedures for the updated reasons for use under the paid sick leave law.

A Connecticut paid sick leave update will expand the eligible reasons for use, including allowing for a mental health day for covered employees.

The governor in late June 2023 signed the legislation, with the new reasons for use going into effect Oct. 1, 2023.

Paid Leave Management. Simplified.

Connecticut Paid Sick Leave Update

As a reminder, the Connecticut paid sick and safe leave law went into effect in 2012 applies to employers with 50 or more employees, but only service workers. However, that term is broadly defined.

Also, there are exceptions to the law, such as certain nonprofits and many manufacturers.

Meanwhile, there are two new reasons service workers can use leave under the 2023 Connecticut paid sick leave update.

The first is a “mental health wellness day.” Employees will be able to tend to their “emotional and psychological well-being in lieu of attending a regularly scheduled shift.”

Secondly, employees will be able to use leave if they:

  • Are the parent or guardian of a victim of family violence or sexual assault (as long as they are not the alleged perpetrator)
  • Need to seek medical care or psychological or other counseling for physical or psychological injury or disability
  • Need to obtain services from a victim-services organization
  • Are relocating due to family violence or sexual assault
  • Need to participate in a civil or criminal proceedings related to or resulting from family violence or sexual assault

What Is a Service Worker?

Unlike paid sick leave laws in many other jurisdictions, Connecticut’s law only applies to service workers who work at least 10 hours per week for the employer in the most recent complete quarter.

However, the definition of “service worker” covers a broad spectrum of employees, from bartenders to bus drivers. A non-exhaustive list of such professions includes:

  • Medical and health services managers
  • Librarians
  • Dental hygienists
  • Security guards
  • Cooks
  • Barbers and hairdressers
  • Childcare workers
  • Restaurant hosts
  • Secretaries and administrative assistants
  • Insurance claims and policy processing clerks

See the statute for additional professions covered under the Connecticut paid sick leave law.

Lastly, it is worth noting that a bill to expand paid sick leave to other job types, as well as other updates, failed during the recent legislative session.

County and City Paid Sick Leave Guide

Basics on Connecticut Paid Sick Leave

Brushing up on the fundamentals of Connecticut paid sick leave…

Covered Family Member

Biological, adopted, foster or step-child; a legal ward or a child who the employee is standing in loco parentis and is a minor or an adult and incapable of self-care because of a mental or physical disability; a spouse.

Date Accrual Begins

First date of employment.

Accrual Rate

One hour for each 40 hours worked.

Max Accrual Cap

40 hours per year.

Waiting Period Before Use

Eligible for use after 680th hour of employment.

Max Use Per Year

40 hours


40 hours

Paid Leave Glossary

Managing Paid Leave Laws

Employers that operate in jurisdictions across the country always have to contend with new laws — and often the associated labor law poster updates.

But beyond tracking new laws, employers also have to keep an eye out for tweaks to existing statues (as was the case with the recent Colorado paid sick leave update), as well as potential additional guidance from labor departments.

Other recent news on the paid leave front includes:

The challenges of managing paid leave for large employers have never been more complex.

Managing Paid Leave for Remote and Hybrid Employees


Covered employers with locations in Connecticut should check their policies and procedures for the updated reasons for use under the paid sick leave law.

As a reminder, the changes go into effect Oct. 1, 2023.

This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.

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