The California Family Rights Act (CFRA) was enacted in 1993 and provides eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. In 2025, the California legislature passed Assembly Bill 1033, which amends the CFRA to expand the definition of “serious health condition” and to allow employees to take leave for certain reasons related to domestic violence, sexual assault, or stalking.
Under the amended CFRA, a serious health condition is defined as an illness, injury, impairment, or physical or mental condition that involves:
- Inpatient care in a hospital, hospice, or residential medical care facility;
- Continuing treatment by a health care provider;
- Period of incapacity that is likely to last for more than three days;
- Any other condition that a health care provider determines poses a serious threat to the health of the employee or the employee’s family member.
The amended CFRA also allows employees to take leave for certain reasons related to domestic violence, sexual assault, or stalking, including time needed to obtain a restraining order, attend court proceedings, or seek medical treatment for injuries. Leave for these reasons is available for up to 12 weeks per year, and employees may take leave intermittently or on a reduced schedule. Additionally, the amended CFRA prohibits employers from retaliating against employees who take leave for these reasons.
Key Provisions
The CT Sick Leave Law, effective January 1, 2023, guarantees paid sick leave to all employees working in the state of Connecticut. The law provides employees with up to 56 hours of paid sick time per year, which can be used for a variety of purposes, including:
Employers are required to provide paid sick leave to all employees who work at least 40 hours per month, regardless of their employment status (full-time, part-time, seasonal, or temporary). Part-time employees earn sick leave on a pro-rated basis.
Paid sick leave accrues at a rate of one hour for every 40 hours worked, up to a maximum of 56 hours per year. Employees may begin using accrued sick leave after 90 days of employment.
Employers cannot retaliate against employees for using paid sick leave. Employees who believe they have been discriminated against for using sick leave can file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO).
Eligibility Requirements
All employees working in Connecticut are eligible for paid sick leave under the law, regardless of their citizenship or immigration status. The only exception is for employees who are covered by a collective bargaining agreement that provides for paid sick leave.
To be eligible for paid sick leave, employees must:
| Work at least 40 hours per month in Connecticut |
| Have worked for their employer for at least 90 days |
Part-time employees earn sick leave on a pro-rated basis. For example, an employee who works 20 hours per week would earn half an hour of sick leave per week.
Employer Compliance
Employers in Connecticut must adhere to the provisions of the Paid Sick Leave Law. Key compliance requirements include:
- Providing up to 72 hours of paid sick leave per calendar year.
- Allowing employees to accrue sick leave at a rate of one hour for every 40 hours worked.
- Maintaining accurate records of employees’ sick leave usage.
- Prohibiting retaliation against employees who use sick leave.
Best Practices
Beyond compliance, employers can adopt best practices to enhance the effectiveness of their sick leave policy. These practices include:
1. Communicate the Policy Clearly
Distribute the sick leave policy to all employees and ensure they understand their rights and responsibilities.
2. Facilitate Employee Usage
Encourage employees to use their sick leave when needed and provide flexible scheduling options to accommodate appointments or illnesses.
Example: Consider offering staggered work hours or allowing employees to work remotely when sick if their job duties permit.
3. Educate Managers and Supervisors
Train managers and supervisors on the law and best practices. Empower them to handle sick leave requests fairly and consistently.
4. Monitor Compliance
Regularly review sick leave usage records and address any potential compliance issues promptly.
5. Encourage Health and Wellness
Promote a healthy work environment and encourage employees to prioritize their well-being.
Example: Offer health screenings, wellness programs, and flexible work arrangements to support employee health.
Impact on Employee Benefits
This new law extends the leave entitlement from 3 days to 12 days per year, which means employees will have more paid time off to take care of their own health or the health of a family member. This expanded leave will allow employees to maintain their health and well-being without sacrificing their financial security, resulting in a healthier and more productive workforce.
Work-Life Balance
The increased leave entitlement will significantly improve work-life balance for employees in Connecticut. With more paid time off, employees can better manage their work and personal responsibilities, reducing stress and improving overall well-being. Studies have shown that a healthier work-life balance leads to increased employee satisfaction, productivity, and retention.
Impact on Employers
While the new law may require employers to adjust their existing policies and practices, it is expected to have a positive impact in the long run. Employers will benefit from a more engaged and productive workforce, as employees who are able to take time off to address their health needs are more likely to be healthy, motivated, and present at work.
Impact on Employee Benefits and Work-Life Balance
| Benefit | Impact |
|---|---|
| Paid time off | Increased from 3 days to 12 days per year |
| Health and well-being | Employees can better care for themselves and family members |
| Financial security | Employees can take time off without losing wages |
| Work-life balance | Reduces stress and improves employee satisfaction |
| Productivity | Healthy employees are more productive |
| Retention | Employees are more likely to stay with companies that offer a healthy work-life balance |
Interplay with Other Federal and State Leave Laws
The CT Sick Leave Law 2025 may interact with other federal and state leave laws, including:
Family and Medical Leave Act (FMLA)
The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons, including the birth or adoption of a child, the serious illness of a family member, or the employee’s own serious health condition. Employees who are eligible for both FMLA and CT Sick Leave Law may use their CT Sick Leave benefits to supplement their FMLA leave.
Americans with Disabilities Act (ADA)
The ADA prohibits employers from discriminating against employees with disabilities. Employers may be required to provide reasonable accommodations for employees with disabilities, including providing unpaid leave as a reasonable accommodation. In some cases, CT Sick Leave benefits may be used to cover unpaid leave required by the ADA.
Other State Leave Laws
Connecticut has additional leave laws that may interact with the CT Sick Leave Law 2025, such as the Paid Family and Medical Leave (PFML) program. Employees who are eligible for both CT Sick Leave and PFML may use their CT Sick Leave benefits to cover the waiting period or to supplement their PFML benefits.
The table below summarizes the key provisions of the CT Sick Leave Law 2025 and its interplay with other federal and state leave laws:
| Law | Eligibility | Leave Duration | Pay Rate | Use Restrictions |
|---|---|---|---|---|
| CT Sick Leave Law 2025 | Employees who work at least 80 hours in a calendar year | Up to 56 hours per year | Regular rate of pay | Can be used for any reason |
| FMLA | Employees who have worked for their employer for at least 12 months and have worked at least 1,250 hours in the past 12 months | Up to 12 weeks per year | Unpaid | Can only be used for certain family and medical reasons |
| ADA | Employees with disabilities who are otherwise qualified for the job | Varies depending on the reasonable accommodation needed | Typically unpaid | Can only be used as a reasonable accommodation for a disability |
| CT PFML | Employees who have worked in Connecticut for at least 680 hours in the past 52 weeks | Up to 12 weeks per year | 60% of regular pay for the first 6 weeks, then 100% of regular pay for the remaining 6 weeks | Can only be used for family and medical reasons |
Enforcement Mechanisms
Complaint Process
Employees who believe their rights under the CT Sick Leave Law have been violated can file a complaint with the Connecticut Department of Labor (DOL). The DOL will investigate the complaint and determine if there is sufficient evidence to support a violation. If the DOL finds a violation, it can take enforcement action, such as issuing a citation or fine.
Penalties
Employers who violate the CT Sick Leave Law can be subject to a variety of penalties, including:
| Violation | Penalty |
|---|---|
| Failing to provide paid sick leave | Up to $500 per violation |
| Retaliating against an employee for using sick leave | Up to $1,000 per violation |
| Knowingly making a false statement on a sick leave request | Up to $250 per violation |
Other Enforcement Mechanisms
In addition to the formal complaint process, there are other ways to enforce the CT Sick Leave Law, including:
- Education and outreach: The DOL provides resources and training to help employers and employees understand the law.
- Technical assistance: The DOL offers technical assistance to employers who need help complying with the law.
- Mediation: The DOL can mediate disputes between employers and employees over sick leave issues.
Recent Developments and Updates
CT Paid Family and Medical Leave Benefits
In 2023, the state’s paid family and medical leave (PFML) benefits will expand. The weekly benefit will increase from 60% to 95% of the average state wage. Additionally, the maximum length of leave will be extended from 12 to 16 weeks for certain qualifying reasons, including bonding with a new child, caring for a seriously ill family member, or a personal health condition.
CT Unpaid Sick Leave Law
The CT Unpaid Sick Leave Law, which took effect on January 1, 2023, requires employers with six or more employees to provide up to 40 hours of unpaid sick leave per year. Employees can use this leave for any reason, including illness, injury, or caring for a sick family member.
CT Medical Marijuana Law
In October 2022, the CT Medical Marijuana Law was updated to expand the list of qualifying conditions and allow patients to purchase and grow their own medical marijuana. The law also established a new regulatory framework for medical marijuana businesses.
CT Cannabis Legalization Law
In June 2021, the CT Cannabis Legalization Law was enacted. This law legalized the possession, use, and sale of recreational marijuana for adults over the age of 21. The law also established a regulatory framework for recreational marijuana businesses.
CT Workplace Discrimination Law
In 2023, the CT Workplace Discrimination Law was amended to expand protections against discrimination based on gender identity or expression. The law now ensures that transgender and non-binary individuals are protected from discrimination in employment, housing, and public accommodations.
CT Minimum Wage Law
The CT Minimum Wage Law will increase from $15 to $16 per hour on June 1, 2023. This increase will bring Connecticut’s minimum wage to one of the highest in the nation.
| CT Paid Family and Medical Leave Benefits | 2023 |
| CT Unpaid Sick Leave Law | 2023 |
| CT Medical Marijuana Law | 2022 |
| CT Cannabis Legalization Law | 2021 |
| CT Workplace Discrimination Law | 2023 |
| CT Minimum Wage Law | 2023 |
Rights and Protections for Employees
The law provides several rights and protections for employees who need to take sick leave.
Job Protection
Covered employees are entitled to take up to 40 hours of job-protected sick leave each year. Employers cannot retaliate against or fire an employee for taking leave.
Use of Hours
Employees can use sick leave for themselves or a family member’s illness, injury, or medical appointment. They can also use it to attend to a family member’s military deployment.
Pre-emption
The law preempts any local ordinances that conflict with its provisions. However, employers can provide more generous sick leave benefits than those required by law.
Exemptions
The law exempts certain businesses and industries from its requirements, including:
- Employers with fewer than three employees
- Businesses owned by parents or spouses
- Collective bargaining agreements that provide equivalent benefits
Enforcement
The State Department of Labor enforces the law and investigates complaints of violations. Employees who believe their rights have been violated can file a complaint with the department.
Penalties
Employers who violate the law may face penalties, including fines and back pay for employees.
Leave Accrual and Carryover
Employees accrue one hour of sick leave for every 40 hours worked. Unused sick leave can be carried over to the next calendar year, up to a maximum of 80 hours.
Notice and Documentation
Employees must provide reasonable notice to their employer when they need to take sick leave. They may also be required to provide documentation from a healthcare provider if they miss work for more than three consecutive days.
Intermittent Leave
Employees can take intermittent leave, such as for ongoing medical appointments or treatments. Employers must grant intermittent leave requests if the employee provides advance notice and documentation from a healthcare provider.
Health Insurance Considerations
Enrollment and Coverage
Employees must be enrolled in a group health plan offered by their employer if they are eligible for coverage. If an employee is not enrolled in a group health plan, they may be eligible for coverage under Medicaid or the Children’s Health Insurance Program (CHIP).
Employer Contributions
Employers are required to contribute to their employees’ health insurance premiums. The amount of the contribution depends on the size of the employer and the number of employees enrolled in the plan.
Continuation of Coverage
Employees who lose their job due to a covered reason (e.g., illness, disability, or childbirth) may be eligible to continue their health insurance coverage under COBRA (the Consolidated Omnibus Budget Reconciliation Act). COBRA allows employees to continue their coverage for a period of time, typically 18 or 36 months, at their own expense.
Coordination of Benefits
If an employee is eligible for health insurance coverage under more than one plan (e.g., through an employer and a spouse’s employer), the plans will coordinate benefits to avoid duplicate payments.
Dental and Vision Coverage
Employers may offer dental and vision insurance coverage to their employees. Dental and vision coverage is not required by law, but it may be considered a valuable employee benefit.
Mental Health and Substance Abuse Coverage
Employers are required to provide mental health and substance abuse coverage to their employees. Mental health and substance abuse coverage is considered an essential health benefit under the Affordable Care Act (ACA).
Out-of-Pocket Costs
Employees may be responsible for paying a portion of their health insurance costs, such as deductibles, copayments, and coinsurance. The amount of out-of-pocket costs depends on the type of health insurance plan the employee chooses.
| Type of Cost | Definition |
|---|---|
| Deductible | The amount of money that an employee must pay out-of-pocket before insurance coverage begins. |
| Copayment | A fixed amount that an employee must pay for a specific medical service. |
| Coinsurance | A percentage of the cost of a medical service that an employee must pay. |
Economic Consequences and Implications
Job Creation and Local Economy Boost
Paid sick leave policies have been linked to job creation and a boost in the local economy. Businesses that provide paid sick leave are more likely to attract and retain workers, leading to increased productivity and economic growth.
Reduced Absenteeism and Turnover
Paid sick leave policies help reduce absenteeism and turnover rates. When employees have access to paid time off, they are less likely to take unpaid leave or quit their jobs due to illness. This can lead to significant cost savings for businesses.
Increased Employee Morale and Productivity
Employees who have access to paid sick leave are more likely to be satisfied with their jobs and have higher morale. Paid sick leave policies show employees that their health and well-being are valued, which can lead to increased productivity and commitment to the workplace.
Reduced Health Care Costs
Paid sick leave policies can help reduce health care costs for both employees and employers. When employees are able to stay home when they are sick, they are less likely to spread illness to co-workers or the public, leading to fewer doctor visits and hospitalizations.
Support for Small Businesses
Paid sick leave policies can provide support for small businesses by reducing the financial burden of employee absences due to illness. Small businesses may not have the resources to provide paid sick leave on their own, but policies at the state or federal level can help ensure that all workers have access to this essential benefit.
Impact on Low-Wage Workers and Families
Paid sick leave policies have a particularly positive impact on low-wage workers and families. These workers are more likely to work in jobs that do not provide paid sick leave, and they are more likely to have financial difficulties when they need to take time off due to illness.
Increased Income and Financial Security
Paid sick leave policies can help increase income and provide financial security for workers. Employees who have access to paid sick leave are more likely to be able to afford to take time off when they need to, without losing pay. This can help prevent financial hardship and improve overall financial well-being.
Reduced Social Costs
Paid sick leave policies can help reduce social costs by preventing the spread of illness and improving public health. When employees are able to stay home when they are sick, they are less likely to spread illness to their families, co-workers, or the general public. This can help reduce the number of doctor visits, hospitalizations, and deaths from infectious diseases.
Overall Economic Benefits
Overall, paid sick leave policies have a positive impact on the economy. They reduce absenteeism and turnover, increase productivity, boost the local economy, and provide support for small businesses and low-wage workers. These policies also improve public health and reduce social costs.
Outlook and Future Trends
Expansion of Leave Time
The trend towards expanding leave time for sick emergencies is expected to continue. Many states are considering proposals to increase the minimum number of paid leave days or to allow employees to accrue more leave time.
Paid Family and Medical Leave
The passage of the federal Family and Medical Leave Act (FMLA) in 1993 has led to a growing number of states enacting their own paid family and medical leave laws. These laws provide paid leave to employees for a variety of reasons, including childbirth, adoption, and caring for sick family members.
Mandatory Leave
In some states, mandatory leave laws have been enacted to ensure that employees receive paid leave for certain medical conditions, such as cancer or pregnancy. These laws typically require employers to provide a minimum amount of paid leave to employees who meet the eligibility requirements.
Expanded Eligibility
The eligibility criteria for paid sick leave are also expanding. Many states are considering proposals to extend paid leave to employees who are not traditionally covered by existing laws, such as part-time workers and independent contractors.
Increased Flexibility
Paid sick leave laws are becoming more flexible to accommodate the needs of employees and employers. Many states are allowing employees to use their paid leave for a wider range of purposes, such as mental health days or family emergencies.
Employer Mandates
Some states are considering proposals to require employers to provide paid sick leave to their employees. These proposals typically set minimum standards for the amount of leave that must be provided and the eligibility criteria for employees.
Funding Mechanisms
States are exploring various funding mechanisms to support paid sick leave programs. Some states have created dedicated funds to provide paid leave to employees, while others have implemented payroll taxes or assessments on employers.
Impact on Business
The impact of paid sick leave laws on businesses is still being studied. Some studies have found that paid sick leave can lead to increased productivity and decreased absenteeism. However, other studies have found that paid sick leave can lead to increased costs for employers.
Employee Benefits
Paid sick leave provides a number of benefits to employees, including improved health and well-being, increased job satisfaction, and reduced financial stress.
Social and Economic Benefits
Paid sick leave has a number of social and economic benefits, including reduced healthcare costs, increased workforce participation, and improved child and family well-being.
Point of View: CT Sick Leave Law 2025
The Connecticut Paid Sick Leave Law, also known as Public Act 19-1, was passed in 2019 and took effect on January 1, 2020. This law requires employers in the state of Connecticut to provide paid sick leave to employees. The law applies to all employers with at least three employees and provides up to 56 hours of paid sick leave per year.
The CT Sick Leave Law was a major step forward in protecting the health and well-being of Connecticut’s workers. Before the law was passed, many workers did not have access to paid sick leave, which meant they had to choose between going to work sick or losing pay. This could have serious consequences for both workers and their families.
The CT Sick Leave Law has been successful in reducing the number of people who go to work sick. A study by the Connecticut Department of Public Health found that the law reduced the number of people who went to work sick by 16%. This is a significant improvement that has helped to protect the health of workers and their families.
People Also Ask About CT Sick Leave Law 2025
Who is eligible for paid sick leave under the CT Sick Leave Law?
All employees who work for employers with at least three employees are eligible for paid sick leave under the CT Sick Leave Law.
How much paid sick leave do employees get under the CT Sick Leave Law?
Employees are entitled to up to 56 hours of paid sick leave per year under the CT Sick Leave Law.
Can employers require employees to use their paid sick leave for certain reasons?
No, employers cannot require employees to use their paid sick leave for certain reasons. Employees can use their paid sick leave for any reason, including to care for a sick family member, attend a doctor’s appointment, or take care of personal business.
