Connecticut will begin to implement its Paid Sick Leave (PSL) Program in calendar year 2025. As a reminder, eligible employers must provide at least 40 hours of leave annually (accrued at a rate of 1 hour of leave earned for every 30 hours worked) to employees working in the state.

 Beginning on January 1, 2025, eligible employers must provide paid leave to employees for the following reasons:

- An employee’s or employee’s family member’s illness, injury, or health condition;

- The medical diagnosis, care, or treatment of the employee or employee’s family member;

- Preventative medical care for the employee’s or the employee’s family member’s mental or physical health;

- The employee’s own mental health wellness day;

- Certain purposes when an employee or employee’s family member is a victim of family violence or sexual assault, provided that the employee is not the alleged perpetrator;

- A determination by a health authority, employer of the employee, employer of a family member, or a healthcare provider that an employee or employee’s family member poses a risk to the health of others due to exposure to a communicable illness, whether or not the employee or family member contracted the communicable illness;

- Closure by order of a public official, due to a public health emergency, of either (a) an employer’s place of business or (b) a family member’s school or place of care.

Per amendments to the PSL law, the definition of “eligible employers” will change each calendar year. On January 1, 2025, employers with 25 or more employees are considered eligible under the law. On January 1, 2026, employers with 11 or more employees will be considered eligible under the law. On January 1, 2027, all employers are considered eligible under Connecticut’s PSL law.

Large employers in Connecticut (25+ employees) should begin immediately preparing their Human Resources and Payroll Departments to begin processing leave hours for employees. Smaller employers should pay close attention to how employers and the state deal with implementation and enforcement of the new regulations.