Short answer. 1 hour of leave for every 30 hours actually worked. An employee can accrue up to 40 hours a year and may use no more than 40 hours a year. Use may begin: new employees may be required to wait until 120 calendar days after the date of hire; this is a one-time wait the employer may waive.
At a glance
- Law
- Connecticut paid sick leave law (as expanded in 2024)
- In effect
- January 1, 2026 for employers with 11 or more employees in Connecticut; January 1, 2027 for employers with 1 or more.
- Accrual
- 1 hour of leave for every 30 hours actually worked.
- Yearly limit
- An employee can accrue up to 40 hours a year and may use no more than 40 hours a year.
- Use may begin
- New employees may be required to wait until 120 calendar days after the date of hire; this is a one-time wait the employer may waive.
- Agency
- Connecticut Department of Labor
Rules by employer size
| Employer size | Rate | Yearly limit | Paid? |
|---|---|---|---|
| 11 or more employees in the state (from Jan. 1, 2026) | 1 hr per 30 | 40 hrs | Yes |
| 1 to 10 employees (from Jan. 1, 2027) | 1 hr per 30 | 40 hrs | Yes |
Example with dates
Suppose someone at an employer in the "1 to 10 employees (from jan. 1, 2027)" group starts on Monday, January 25, 2027 and works 30 hours every week. At 1 hour per 30 hours worked, that's 1 hour a week, and the first year comes to 40 hours, with the accrual cap of 40 hours reached on Monday, November 1, 2027. The latest an employer could hold off use is Tuesday, May 25, 2027.
- By Sunday, April 25, 2027: 12 hours
- By Sunday, July 25, 2027: 25 hours
- By Tuesday, January 25, 2028: 40 hours
Your own figures: open the calculator set to Connecticut.
What the time covers
Illness, injury or a health condition of the employee or a family member (spouse, sibling, child, grandparent, grandchild or parent), and needs arising when the employee or a family member is a victim of family violence or sexual assault, such as medical care, counseling, victim services, relocating or court proceedings.
Unused hours at year end
Up to 40 accrued, unused hours carry over into the next year, though use stays limited to 40 hours a year.
Front-loading instead of accrual
Allowed in place of carryover: the employer may front-load the year's paid sick leave.
Smaller employers and who is covered
Phased in by size: 11 or more employees from January 1, 2026, and every employer with 1 or more employees from January 1, 2027.
Notices, posters and statements
Display posters in English and Spanish in conspicuous and accessible areas, and give each employee written notice.
Worth knowing
The Department of Labor's FAQ was updated September 23, 2026.
Not stated on the official pages we read: local ordinances.
Official sources
- Paid Sick Leave FAQs (Connecticut Department of Labor) (checked November 2026)
Rules as published on the pages above, checked November 2026. General information, not legal advice; we are not lawyers. A city ordinance, union contract or written policy can give employees more.
Questions employers ask
How much paid sick leave do employees earn in Connecticut?
1 hour of leave for every 30 hours actually worked. An employee can accrue up to 40 hours a year and may use no more than 40 hours a year.
When can a new employee start using sick leave in Connecticut?
New employees may be required to wait until 120 calendar days after the date of hire; this is a one-time wait the employer may waive.
Does unused sick time carry over to the next year in Connecticut?
Up to 40 accrued, unused hours carry over into the next year, though use stays limited to 40 hours a year.
Can a Connecticut employer front-load sick leave instead of tracking accrual?
Allowed in place of carryover: the employer may front-load the year's paid sick leave.
Do small employers in Connecticut have to provide it?
Phased in by size: 11 or more employees from January 1, 2026, and every employer with 1 or more employees from January 1, 2027.
What can Connecticut sick leave be used for?
Illness, injury or a health condition of the employee or a family member (spouse, sibling, child, grandparent, grandchild or parent), and needs arising when the employee or a family member is a victim of family violence or sexual assault, such as medical care, counseling, victim services, relocating or court proceedings.
All states: paid sick leave laws by state · Colorado · Illinois