By: HUB's Absence Management Team

Connecticut Governor Ned Lamont signed a new law on July 13, 2023, expanding the circumstances in which service workers in Connecticut can use state-mandated paid sick leave. This new law goes into effect on October 1, 2023.

Updates to Connecticut Paid Sick Leave Law

Background

The Connecticut Paid Sick Leave Law requires employers with at least 50 employees in Connecticut to provide paid sick leave to employees defined as “service workers.” The law defines “service workers” as employees in certain occupations on a specific list of code numbers and titles from the federal Bureau of Labor Statistic’s Standard Occupational Classification system. Some examples of “service workers,” are office staff, servers, bus drivers, janitors, cashiers, and social workers, amongst many others.

Currently, paid sick leave under this law can be used for:

  • a service worker or their spouse or child’s illness, injury, or health condition, the medical diagnosis, care, or treatment of a service worker’s mental illness or physical illness, injury, or health condition, or preventative medical care.
  • a service worker a) to obtain medical or psychological care when they are a victim of family violence or sexual assault, (b) to obtain services from a victim services organization, (c) to relocate due to such family violence or sexual assault, or (d) to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.

Next Steps

Beginning on October 1, 2023, covered workers can also use their paid sick leave:

  • for a “mental health wellness day,” which is defined as “a day during which a service worker attends to such service worker’s emotional and psychological well-being in lieu of attending a regularly scheduled shift.”
  • where a service worker is the parent or guardian of a child who is a victim of family violence or sexual assault, for (a) medical care or psychological or other counseling for physical or psychological injury or disability, (b) obtaining services from a victim services organization, (c) relocating due to such family violence or sexual assault, or (d) participating in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.

Next Steps

Employers should review and update their policies and handbooks to reflect these changes prior to October 1, 2023.

NOTICE OF DISCLAIMER

Neither Hub International Limited nor any of its affiliated companies is a law or accounting firm, and therefore they cannot provide legal or tax advice. The information herein is provided for general information only and is not intended to constitute legal or tax advice as to an organization’s specific circumstances. You should consult an attorney, accountant, or other legal or tax professional regarding the application of the general information provided here to your organization’s specific situation in light of your organization’s particular needs.