November 10, 2026 | By Sheila Crawford, Director of HR Consulting
If you’ve got a small team in Connecticut, this one’s for you. Starting January 1, 2027, the state’s Paid Sick Leave law will apply to every employer with even one employee there. For many small businesses, that means offering paid sick leave for the first time. The good news? There’s still time to get ready, and a little planning now will make for a smooth start to the new year.
Connecticut’s Paid Sick Leave Expansion
This change has been a few years in the making. Connecticut has been rolling out paid sick leave in stages, starting with larger employers and working its way down:
January 1, 2025: Employers with 25 or more Connecticut employees
January 1, 2026: Employers with 11 or more Connecticut employees
January 1, 2027: Employers with just one Connecticut employee
With this final step, paid sick leave becomes the standard for nearly every private-sector workplace in the state.
So What Does the Law Actually Require?
Who’s eligible: Nearly everyone qualifies, including part-time and temporary employees. Seasonal workers (120 days or less per year) are the exception.
How leave adds up: Employees earn 1 hour of paid sick leave for every 30 hours they work, up to 40 hours a year.
An easier option: Prefer to keep things simple? You can give employees all 40 hours at the start of the year instead of tracking accrual and carryover.
When it can be used: Employees can start using their leave after 120 calendar days on the job, and they can take it in 1-hour increments.
Why it can be used: Beyond everyday illness, leave now covers public health emergencies, communicable disease-related absences, and caring for a wider circle of family members.
What This Means for Employers and Employees
For employers, this mostly comes down to a few practical updates. You’ll want to make sure your policies reflect the new rules, your pay statements show each employee’s accrued and used sick leave, and your wage and leave records are kept for three years.
It’s also helpful to know what’s off the table. Employers can’t ask employees for documentation, require them to find their own replacement, or take away their eligibility after a break in employment. On the flip side, you don’t have to pay out unused sick leave when someone leaves.
For employees, it means peace of mind: they can take time to recover or care for a loved one without worrying about losing a paycheck.
How Employers Can Prepare For 2027
Here’s a simple checklist to help you get ready before January 1, 2027:
Refresh your paid sick leave policy and employee handbook
Share the required written notice with employees and hang the Connecticut paid sick leave poster
Make sure pay statements show accrued and used sick leave
Set up a system to keep wage and leave records for three years
You don’t have to figure this out alone. If you have questions or would like help reviewing your policies, our HR team is happy to help you get everything in place.
Have Questions About Connecticut’s Paid Sick Leave Requirements?
Keeping up with changing leave requirements can be challenging. Triumph HR can help you review your paid sick leave policies, understand the new requirements, and make sure your organization is prepared for the January 1, 2027 changes.