Connecticut Sick Leave laws & HR compliance analysis

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.
It is important to remember, however, that if sick leave is promised, an employer may create a legal obligation to grant it. Employers should regularly review statements made in handbooks or elsewhere to ensure that they accurately reflect current policies. If changes are necessary, the policy should be revised and employees notified of the changes.
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Notice requirements. 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, 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 an employer’s policy clearly states that the organization will not pay unused sick leave upon termination, or if the employer has an established practice of not doing so, the employer need not pay the unused sick leave (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 ...

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