Connecticut Leave Laws for Employers
Complete guide to Connecticut employee leave requirements, including sick leave, family leave, and FMLA compliance.
🤒Connecticut Paid Sick Leave Requirements
Accrual Rate
1 hour per 30 hours worked
Maximum Accrual
40 hours
Employer Threshold
1+ employees
Waiting Period
After 120 days
Carryover
Yes, up to 40 hours
Effective Date
January 1, 2025 (expanded)
Originally covered only service workers at 50+ employee companies. Expanded to all employers in 2025.
👨👩👧Connecticut Paid Family and Medical Leave
Maximum Duration
12 weeks
Wage Replacement
60% of wages (up to cap)
Employer Threshold
1+ employees
Effective Date
January 1, 2022
Covers most private employers. Funded through employee payroll deductions.
📋Other Connecticut Leave Requirements
Jury Duty Leave
Employers with 5+ employees must pay full wages for first 5 days of jury duty.
Voting Leave
No state law requiring voting leave (elections are on weekends or holidays).
Bereavement Leave
No state-mandated bereavement leave.
Domestic Violence Leave
Up to 12 days unpaid leave for domestic violence victims.
⚖️FMLA in Connecticut
CT Paid Leave is more expansive than federal FMLA.
✅Connecticut Employer Compliance Checklist
- ✓Provide paid sick leave (expanded coverage 2025)
- ✓Register for CT Paid Leave program
- ✓Pay jury duty wages for first 5 days (5+ employees)
- ✓Provide domestic violence leave
🔔Recent Changes in Connecticut
Paid sick leave law expanded to all employers effective January 1, 2025.
🏢Connecticut Leave Guides by Industry
📋Connecticut Leave Types
👔Leave Management by Role
Simplify Connecticut Leave Compliance
LeavePlan Pro automatically tracks Connecticut leave requirements, calculates accruals, and keeps you compliant. Free for companies with up to 15 employees.