Connecticut Paid Sick Leave Law
✓ Verified against official sources · September 1, 2026 Conn. Gen. Stat. §§ 31-57r to 31-57w (as amended by P.A. 24-8)
The short answer: Connecticut's expanded sick leave law now covers employers with 11 or more employees (as of January 1, 2026): one hour per 30 hours worked, up to 40 hours a year, with 40 hours of carryover — and it reaches every employer in 2027.
Accrual rate
1 hour per 30 hours worked
Annual amount
Up to 40 hours per year; 40 hours carryover
Employers covered
11+ employees now; every employer from Jan 1, 2027
Penalty for non-compliance: Enforced by the Connecticut Labor Commissioner under Conn. Gen. Stat. § 31-57v, with complaint, hearing and civil-penalty machinery.
Connecticut rewrote its pioneering service-worker sick leave law in 2024 (P.A. 24-8) into a general mandate. Under § 31-57s, covered employers provide paid sick leave accruing at one hour per 30 hours worked, in one-hour increments, up to 40 hours per year, with up to 40 unused hours carrying over — or frontloading in lieu of carryover.
The employer threshold steps down by statute: 25 or more employees from January 1, 2025, 11 or more from January 1, 2026, and one or more from January 1, 2027. Complaints run to the Labor Commissioner under § 31-57v, which carries hearing and penalty authority, with retaliation prohibited outright.
For employersThe phase-in is the trap: 25+ employees since Jan 1 2025, 11+ since Jan 1 2026, and every employer with even one employee on Jan 1 2027 — plan the payroll build now, not in December 2026.
For employeesIf your employer has 11 or more employees, you accrue one hour per 30 worked, usable up to 40 hours a year — and from 2027 the law covers every Connecticut employer.
The full playbook, start to finish
This page covers one rule. The complete lawyer-reviewed guide covers the whole landscape, with sources and every state's rules.
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Connecticut FAQ
Which Connecticut employers must provide paid sick leave right now?
As of January 1, 2026: employers with 11 or more employees in the state. From January 1, 2027 the law reaches employers with a single employee (Conn. Gen. Stat. 31-57r–s, as amended by P.A. 24-8).
How much sick leave can a Connecticut employee use in a year?
Up to the 40-hour annual maximum — accrued at one hour per 30 worked, with up to 40 unused hours carried over but usage still capped at 40 per year.
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Official sources
Educational content, not legal advice. Rules change — every fact above was checked against the linked official sources on the date shown.
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How other states compare
| State | Accrual rate | Annual amount | Employers covered |
|---|---|---|---|
| Alaska | 1 hour per 30 hours worked | 40 hrs (under 15 employees) / 56 hrs (15+) | All employers — the cap varies at the 15-employee line |
| Arizona | 1 hour per 30 hours worked | 40 hours (15+ employees) / 24 hours (under 15) | All employers — the cap varies by size |
| California | 1 hour per 30 hours worked (alternative schedules allowed) | Use at least 40 hours / 5 days; accrual cap 80 hours / 10 days | Nearly all employers, regardless of size |
| Colorado | 1 hour per 30 hours worked | Up to 48 hours per year (+80-hour PHE supplement when declared) | All employers — full-time, part-time and temporary employees |
| Connecticut | 1 hour per 30 hours worked | Up to 40 hours per year; 40 hours carryover | 11+ employees now; every employer from Jan 1, 2027 |
| District of Columbia | 1 hour per 37 / 43 / 87 hours worked, by employer size | 7 days (100+) / 5 days (25–99) / 3 days (≤24) | All D.C. employers — tiered by headcount |
| Illinois | 1 hour per 40 hours worked | Up to 40 hours per 12-month period — usable for any purpose | Nearly all employers (school and park districts excluded) |
| Maine | 1 hour per 40 hours worked | Up to 40 hours per year — usable for any reason | More than 10 employees in Maine for 120+ days a year (non-seasonal) |
| Maryland | 1 hour per 30 hours worked | Earn up to 40 hrs/yr; use and bank up to 64 hrs | All — paid at 15+ employees, unpaid at 14 or fewer |
| Massachusetts | 1 hour per 30 hours worked | Up to 40 hours per calendar year | All — paid at 11+ employees, unpaid below |
| Michigan | 1 hour per 30 hours worked (frontloading allowed) | Use up to 72 hrs/yr — 40 hrs at small businesses (≤10 workers) | All employers with one or more employees |
| Minnesota | 1 hour per 30 hours worked | Up to 48 hours per year; bank up to 80 hours with carryover | All employers with one or more employees |
| Missouri | None — the mandate was repealed effective Aug 28, 2025 | No state requirement — employer policy controls | No Missouri employer is required to provide sick leave |
| Nebraska | 1 hour per 30 hours worked, after 80 hours of employment | 40 hrs (11–19 employees) / 56 hrs (20+) | 11+ employees — employers with 10 or fewer are exempt |
| Nevada | 0.01923 hours per hour worked (≈1 per 52; frontloading allowed) | ≈40 hours per benefit year for full-time work — any purpose | Private employers — under-50-employee hardship and other carve-outs |
| New Jersey | 1 hour per 30 hours worked (or 40 hours advanced up front) | Up to 40 hours per benefit year; 40 hours carryover | All New Jersey employers, regardless of size |
| New Mexico | 1 hour per 30 hours worked (or 64 hours frontloaded Jan 1) | Use up to 64 hours per year; 64-hour carryover | All private employers, regardless of size |
| New York | 1 hour per 30 hours worked | 56 hrs paid (100+) / 40 paid (5–99) / 40 unpaid (0–4, ≤$1M income) | Every NY employer — the tier sets paid vs. unpaid and the cap |
| Oregon | 1 hour per 30 hours worked (or 1-1/3 per 40) | Up to 40 hours per year | All — paid at 10+ employees, unpaid under 10 |
| Rhode Island | 1 hour per 35 hours worked | Up to 40 hours per year | Paid at 18+ employees; smaller employers provide unpaid leave |
| Vermont | 1 hour per 52 hours worked | Up to 40 hours per 12-month period | All Vermont employers |
| Washington | 1 hour per 40 hours worked | No annual cap — leave is usable as accrued; 40-hour carryover | All employers covered by the Minimum Wage Act |
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