Connecticut Sick Leave: What you need to know

With the exception of service employees, discussed below, there is no Connecticut law requiring employers to provide employees with either paid or unpaid sick leave, although many employers do grant it as an important employee benefit. However, it is important to note that if an employer promises to provide sick leave, that employer may have a legal obligation to grant it.
Employers should regularly review policy statements made in handbooks or other written materials to ensure that they accurately reflect current policies.
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State law. Although the state has no law requiring employers of nonservice employees to grant sick leave, Connecticut law does state that if an employer chooses to provide sick leave, it must inform newly hired employees, in writing or through posted notice, of sick leave and other practices and keep them informed of any changes (CT Gen. Stat. Sec. 31-71f).
In addition, the law states that if an employer has a policy or union contract that provides for “paid vacations, holidays, sick days, and earned leave,” such benefits that are accrued but unused at the time of termination must be paid to the employee. However, if your policy communications state that you will not pay unused sick leave upon termination, or if you have an established practice of not doing so, you need not pay it (CT Gen. Stat. Sec. 31-76k).
State law mandates that paid sick leave be provided to service workers such as waiters, cashiers, and hairstylists.
Covered employers. The law applies to service companies with 50 or more workers in the state during any quarter of the previous year. An employer determines threshold eligibility each year based solely on the number of employees ...

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Connecticut Sick Leave Resources

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