Connecticut’s Paid Sick Leave Law: Practical Tips for Compliance

As a manufacturer in Connecticut, imagine it’s a typical winter morning in New England and one of your best machine operators calls out sick. 

With Connecticut’s updated paid sick leave law set to take full effect Jan. 1, 2025, your response could be different than it was a few years ago. 

For many businesses like yours, the updated law introduces broader coverage and new requirements, and preparing for these changes is crucial.

Signed into law by Gov. Ned Lamont, the updated law expands protections for employees across nearly every industry—not just service and retail workers, as under the old law.

By Jan. 1, 2027, even businesses with just one employee will need to comply, but the changes will roll out in phases. 

Manufacturers with 25 or more employees must comply starting in 2025, while businesses with at least 11 employees will be included by 2026.

This phased approach gives employers time to adapt, but preparation should start now.

What’s New?

The most notable shift is the expansion of coverage to nearly all occupations. Previously, many workers in industries like manufacturing weren’t eligible for paid sick leave.

Under the new law, if your business is covered, your employees (part time and full time) can accrue and use PSL. 

Employees earn one hour of leave for every 30 hours worked, up to 40 hours annually, and unused time can carry over—unless the employer front loads the time—although the annual cap remains at 40 hours.

Previously, many workers in industries like manufacturing weren’t eligible for paid sick leave.

The law also broadens how and why employees can use PSL. 

While sick time has traditionally been limited to personal illness or caring for minor children, the new law extends coverage to include family members outside the immediate household.

Imagine one of your employees needs to care for an ailing uncle or help a close friend recovering from surgery; the updated law allows them to use PSL in such cases. 

Additionally, employees can now take leave for public health emergencies, mental health days, or family violence and sexual assault issues.

Mitigating Challenges

If you’re skeptical about how this law will impact your business, you’re not alone.

Many manufacturers worry about increased absenteeism, disruptions to workflow, and the administrative burden of tracking sick leave. However, practical planning can help mitigate these challenges.

Start by understanding that compliance isn’t optional, and penalties for noncompliance could cost more in the long run than upfront preparation.

Beyond legal consequences, employee grievances or complaints to the state Department of Labor could strain your relationship with your workforce.

Compliance isn’t optional, and penalties for noncompliance could cost more in the long run.

Next, understand that there are some simple steps you can take.

The law requires employers to track PSL accruals accurately and inform employees of their rights.

For example, you must display posters in English and Spanish in conspicuous and accessible areas and provide written notice to each employee no later than either Jan. 1, 2025, or the employee’s first day of employment, whichever is later. These are available on the labor department’s website. 

In addition, employers can reduce their burden by front loading paid time off at the start of the year in lieu of accruals.

So long as 40 hours is provided and employees are allowed to use the time as if it were “paid sick leave,” employers will be deemed to be in compliance. 

Further Preparation

For manufacturers, the key to complying with the new paid sick leave law lies in preparation and communication.

Start by reviewing your current workforce and leave policies.

If you’re a larger employer subject to the 2025 requirements, update your policies now to reflect the new law. This might include revising your employee handbook, introducing PSL tracking software, and training HR staff on compliance.

Tracking PSL accruals can seem daunting, but leveraging software designed for payroll and benefits administration can simplify the process.

Clear communication about how the law works, who is eligible, and how to request leave can reduce confusion.

If you already use time-tracking or HR systems, check whether they can be updated to include PSL requirements.

Another critical step is ensuring that employees understand the changes.

Clear communication about how the law works, who is eligible, and how to request leave can reduce confusion and foster smoother implementation. Employees may be more likely to follow proper procedures if they know what’s expected of them.

And although it can add additional time and expense to your business, cross-training is also a practical strategy to address potential staffing gaps.

In manufacturing environments, losing a key team member for even a few days can disrupt production schedules. Training employees to handle multiple roles can keep your operations on track.

Benefits

While it’s easy to focus on the costs of complying with the paid sick leave law, it’s also worth considering that providing leave may offer indirect benefits.

Workers who take time off when they’re sick are less likely to spread illnesses to colleagues, which can reduce overall absenteeism.

Although this isn’t a guaranteed outcome, with flu season here, it’s a potential silver lining worth noting.

Connecticut’s expanded PSL law reflects a growing trend toward prioritizing worker health and flexibility.

FAQs: Connecticut Paid Sick Leave

It also offers an opportunity for manufacturers to strengthen their workplace culture and operational resilience.

By preparing now, you can turn this challenge into a competitive advantage, showing your workforce and community that your business is built for the future.

Connecticut’s expanded PSL law is a change, and like any change, it requires adaptation. Manufacturers who approach compliance as a practical matter rather than a philosophical debate will be better positioned to navigate the transition smoothly.

Focus on what you can control: aligning your policies, training your team, and creating systems to manage leave efficiently.

And as always, consult with your attorney to ensure that you understand the law’s impact on your specific business and workforce.  

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