Last updated: 2026-09-21.
Statewide MandateHow Connecticut's real statutory thresholds apply to specific employer profiles. Each section re-frames the state law above for one audience — the underlying figures never change, only the lens does.
For employers with fewer than 15 employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Size note: Your obligation turns on the threshold "11+ employees (2026); 1+ employees (Jan 1, 2027)". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For employers with 50 or more employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Size note: Your obligation turns on the threshold "11+ employees (2026); 1+ employees (Jan 1, 2027)". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant, café, and food-service operators: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including restaurants & food service, use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For retail stores, shops, and chains: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including retail employers, use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For clinics, hospitals, and healthcare staffing: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including healthcare employers, use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For hr teams onboarding new employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Size note: Your obligation turns on the threshold "11+ employees (2026); 1+ employees (Jan 1, 2027)". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant and food-service operators with fewer than 15 employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including small restaurants (under 15 employees), use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant groups and chains with 50 or more employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including large restaurants & chains (50+ employees), use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For retail stores and shops with fewer than 15 employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including small retail (under 15 employees), use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For retail chains with 50 or more employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including large retail & chains (50+ employees), use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For clinics and healthcare practices with fewer than 15 employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including small healthcare (under 15 employees), use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
For hospitals and healthcare systems with 50 or more employees: Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). No local ordinances are tracked beyond the state law. Source: https://www.ctdol.state.ct.us/; retrieved 2026-09-21.
Industry note: The law is industry-neutral — all covered employers, including large healthcare systems (50+ employees), use the same statewide thresholds: 11+ employees (2026); 1+ employees (Jan 1, 2027), accrual 1 hour per 30 hours worked, cap 40 hours per year. Use the Compliance Checker to apply your headcount to the correct rule.
| Requirement | Detail |
|---|---|
| Statewide mandate | Yes |
| Employer threshold | 11+ employees (2026); 1+ employees (Jan 1, 2027) |
| Accrual rate | 1 hour per 30 hours worked |
| Max accrual / year | 40 hours per year |
| Paid or unpaid | paid |
| Carryover | Yes |
| Qualified reasons | Own/family illness, preventive care. |
| Effective date | Jan 1, 2012 (expanding 2027) |
| Official source | https://www.ctdol.state.ct.us/ ↗ |
Connecticut's paid sick leave long predates any federal paid-sick-leave standard and applies regardless of employer size (fully by 2027). Federal law sets no general paid sick-leave floor, and the federal FMLA is unpaid and limited to 50+ employee employers. Connecticut also runs a separate CT Paid Leave family/medical program (0.5% employee contribution) that complements — but is distinct from — the earned sick-leave hour bank.
Connecticut is the only Northeast mandate on a fixed glide path to universal coverage: 25+ (2025) → 11+ (2026) → 1+ (2027). New Jersey already covers all employers; New York, Massachusetts, and Maryland phase paid status in by headcount. Connecticut's $16.94 minimum wage (Jan 1, 2026) and CT Paid Leave maximum of $1,016.40/week (2026) sit among the highest in the region.
| Year | Change |
|---|---|
| 2011 (eff. Jan 1, 2012) | Original Connecticut Paid Sick Leave law — service-based, covered only larger employers in certain industries. |
| 2024 (signed May 21, 2024) | Public Act 24-8 overhauled the law: universal accrual (1 hr/30 hrs), phased employer thresholds, paid for all sizes by 2027. |
| 2025 (eff. Jan 1, 2025) | Phase 1 — employers with 25+ employees must provide paid sick leave. |
| 2026 (eff. Jan 1, 2026) | Phase 2 — threshold drops to 11+ employees; state minimum wage rises to $16.94. |
| 2027 (eff. Jan 1, 2027) | Phase 3 — all employers (1+) covered; law reaches full universal paid sick leave. |
Employers in Connecticut most often trip on the items below. Amounts are typical statutory ranges — confirm the current figure with the state labor department before acting.
| Violation | Typical penalty / fine | Note |
|---|---|---|
| Failure to provide accrued paid sick leave | Civil penalty per violation (the Labor Department may also pursue injunctive relief and recover unpaid leave). | Confirm the current per-violation penalty amount against the statute before publishing enforcement copy. |
| Retaliation or interference with use | Employees may file with the CT DOL; remedies include reinstatement, back pay, and payment of withheld leave. | Anti-retaliation protections run alongside the wage claim process. |
| Miscounting the phased threshold | Applies the per-violation civil penalty for the applicable year (25+ in 2025, 11+ in 2026, 1+ in 2027). | Employers should re-check headcount each January as the threshold steps down. |
Use the button below to print or save a one-page compliance summary for Connecticut. It includes the state law table and any local ordinances above.
Yes. Connecticut requires paid sick leave for 11+ employees (2026); 1+ employees (Jan 1, 2027). Accrual is 1 hour per 30 hours worked, capped at 40 hours per year, with carryover Yes.
Employees accrue 1 hour per 30 hours worked. The max accrual is 40 hours per year.
No local ordinances are tracked for Connecticut beyond the state law.
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