Legislation Expands Connecticut’s Paid Sick Days to Protect More Workers

September 6, 2024

On May 21, 2024, Connecticut Governor Ned Lamont signed “An Act Expanding Paid Sick Days in the State”, into law. This new legislation expands on the existing paid sick leave law. Effective January 1, 2025, paid sick day protections will be expanded to include and provide access to more workers in Connecticut.


Prior to this law, Connecticut’s Paid Sick Leave law required employers with more than 50 employees, specifically in retail and service occupations, to provide up to 40 hours of paid sick leave annually.


This new bill expands the current paid sick leave law in several ways. The expanded coverage will be implemented in three phases over the next three years. In addition to expanding access, the law will broaden the range of family members an employee can use the leave for, increase the rate at which employees accrue leave, and change the waiting period before it can be used. It also prohibits employers from requiring documentation to support lease reasons and expands the reasons employees may use the leave to include events such as public health emergencies and quarantines.


Key Dates to Remember:

Employers should be aware of the following key dates:

  1. By January 1, 2025, employers in the private sector with a least 25 employees must expand sick leave coverage to comply with new standards.
  2.  By January 1, 2026, employers in the private sector with a least 11 employees must expand the sick leave coverage to comply with updated requirements.
  3. By January 1, 2027, employers in the private sector, with a least 1 employee must comply with the new sick leaves standards.


This progressive expansion of paid sick leave underscores Connecticut’s commitment to supporting the well-being of its workforce. As the law phases in, employers will need to adapt their policies to ensure compliance, ultimately fostering a healthier and more resilient workforce across the state.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

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Appellate Court Affirms ADA Right to Accommodation

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The United States District Court for the Northern District of New York issued an order granting summary judgment in favor of the Defendant, a school district, in a claim brought pursuant to the Americans with Disabilities Act (ADA). The Court agreed that the Plaintiff, a teacher, did not qualify for accommodation under the ADA because she could perform her job fully without the accommodation. It was agreed upon that her job functions could be performed but under “great duress and harm.” The Plaintiff appealed this decision to the United States Court of Appeals for the Second Circuit. The Court disagreed with the USDC NY decision, stating that “an employee may qualify for a reasonable accommodation even if she can perform the essential functions of her job without the accommodation.” For Employers This ruling reminds us that the crux of the ADA is if the accommodation is reasonable, aimed at mitigating disability related limitations, and does not place an undue burden on the employer, the employer is expected to fulfill that accommodation. Every request for accommodation should be looked at on a case-by-case basis. A broad metric should not be how a business decides if it should allow any requests for ADA accommodation(s). The attorneys at The Royal Law Firm are dedicated to helping employers navigate ADA accommodations and interpretations in their day-to-day practice and handbooks. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.