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Under Connecticut’s Paid Sick Leave law employers of 50 or more employees must provide paid time off to Connecticut workers that can be used for the sick and safe purposes described by the law. Employers must either allow employees to accrue at least one (1) hour of paid sick leave per forty (40) hours worked.
Employers are not required to permit employees to accrue or use more than 40 hours of earned sick time in any “benefit year”- a designated period of 12 consecutive months. Employers must allow carryover, but are not required to allow the carry-over of more than 40 hours of earned sick time from one benefit year to the next.
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Employers need to display the Poster for Employers in a location visible to all their employees in Connecticut
Uses of Paid Sick Leave
An employee may use paid sick leave for his or her own:
- illness, injury or health condition;
- the medical diagnosis, care or treatment of his or her mental illness or physical illness, injury or health condition; or
- preventative medical care.
An employee worker may use paid sick leave for a child's or spouse's:
- illness, injury or health condition;
- the medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; or
- preventative medical care
An employee may use paid sick leave if he/she is a victim of family violence or sexual assault:
- for medical care or psychological or other counseling for physical or psychological injury or disability;
- to obtain services from a victim services organization;
- to relocate due to such family violence or sexual assault;
- to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.
Limitations on Paid Sick Leave
Employees begin accruing paid sick time on their first day of work, but employers can limit employees’ ability to take their paid sick leave until the employee’s 680th hour of employment. Employees will not be entitled to paid sick time if they have worked less than 10 hour/week for the employer over the most recent calendar quarter.
An employer is not required to pay out accrued, unused paid sick time when an employee separates from employment with the employer.
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Disclaimer
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.