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By Jessica Slippen
Attorney

Taking time off for your health or to care for a loved one shouldn’t cost you your job. Thankfully, Connecticut has strong family and medical leave laws designed to protect employees when life happens—whether you’re recovering from an illness, welcoming a new child, or caring for someone close to you. In this article, our Stratford employment attorneys break down what you need to know about your rights, so you can take the time you need without unnecessary stress.

Paid Sick Leave in Connecticut

Connecticut paid sick leave laws apply to employers with 25 or more employees as of January 1, 2025. The required number of employees decreases to 11 or more employees on January 1, 2026, and 1 or more employees on January 1, 2027.

Covered employees accrue one hour of paid sick leave for every 30 hours worked up to a maximum of 40 hours per year. Employees can carry over a maximum of 40 hours of unused paid sick leave from the current year to the following year.

Employees can use paid sick leave for their or for a family member’s illness, injury, health condition, or preventative medical care. Employees can also use paid sick leave for a mental health wellness day or if they or their family member is the victim of family violence or sexual assault. Paid sick leave is also available when the employee’s company or a family member’s school or place of care closes because of a public health emergency.

Connecticut Family & Medical Leave Laws

The Connecticut Family & Medical Leave Act requires that an employee have worked for a covered employer for at least three months before the leave. Eligible employees may take protected CT FMLA leave for:

  • The birth and care of a child during the first year after birth
  • The placement of a child for foster care or adoption
  • Care of a family member with a serious health condition
  • Because of the employee’s serious health condition
  • To serve as a bone marrow or organ donor
  • To care for a parent, spouse, daughter, son, or next of kin with a serious injury or illness that occurred while on active duty
  • To address qualifying situations arising from a spouse, daughter, son, or parent’s active duty

An employee qualified for CTFEMLA leave can take up to 12 weeks of unpaid leave during a 12-month period. They are entitled to be reinstated to their previous or equivalent position upon their return.

Employees may take an additional two weeks of leave for a serious health condition that results in incapacitation during pregnancy. Family members may take up to 26 weeks during a 12-month period to care for a covered servicemember with a serious illness or injury.

Connecticut Paid Leave Act

Connecticut Paid Leave does not offer protected paid leave for employees. However, it provides covered employees with income replacement if they are out of work for qualifying health or family reasons. Employees must apply for benefits through the CT Paid Leave Authority.

Federal Family and Medical Leave Act

In addition to Connecticut laws, employees may be covered under federal law. The federal FMLA offers up to 12 weeks of protected leave for specific health and family reasons. If you are not covered under Connecticut’s FMLA laws, you should check to see if you are covered under federal law.

Schedule a Consultation With Our Stratford Employment Attorneys

If you believe your employer denied protected leave under federal or Connecticut family and medical leave laws, contact Mitchell, Sheahan & Slippen, P.C. Our Stratford employment attorneys will help you explore your legal options.

About the Author
Jessica Slippen is a seasoned attorney who specializes in employment litigation before state and federal courts and administrative agencies. Her expertise covers a wide range of employment issues, including wrongful termination, discrimination, sexual harassment, and retaliation. Beyond litigation, she provides strategic counsel on workplace compliance, personnel policies, and executive compensation, serving both employees and employers.