Starting January 1, 2026, Connecticut will significantly broaden the scope of its Paid Sick Leave (PSL) law. The changes reflect a trend toward more comprehensive worker protections, including not only for physical illness but also for mental health, caregiving, and safe time use. If you run a business in Connecticut—or have remote employees there—now is the time to get ready.

What’s Changing

• Employer size threshold lowered:

  Currently, only employers with 25 or more employees are covered. Beginning January 1, 2026, the law will apply to employers with 11 or more employees. Then, as of January 1, 2027, the requirement will further expand to include all employers with at least one employee.

• Accrual rate:

  Employees will earn one hour of paid sick leave for every 40 hours worked.

• Permitted uses of leave:

  The law allows leave to be used for several purposes, including:

  1. Personal illness or injury.

  2. Caring for a sick family member.

  3. Mental health days.

  4. Safe time, meaning leave for survivors of domestic violence.

These changes are more than a modest tweak; they deepen protections and broaden the categories of leave.

Reach Out