CT PSL 2026: 11+ employees covered, 1 hr per 30 worked.
Connecticut's Paid Sick Leave law was substantially expanded by Public Act 24-8 in 2024. Phase 2 (effective January 1, 2026) drops the employer coverage threshold to 11 or more employees — down from 25 in Phase 1. Workers accrue 1 hour of paid sick leave for every 30 hours worked (down from per-40 under prior law), capped at 40 hours per year. The 'service worker' concept was eliminated entirely — coverage now extends to all employees with limited exceptions for seasonal workers (120 days or less per year) and certain construction trade union members. Critically, Public Act 24-8 ELIMINATED documentation requirements — employers cannot require workers to provide proof that sick leave was used for a permitted purpose.
PSL Accrual + 11-Employee Threshold Tracking
Tracks 1-hour-per-30 accrual, 40-hour annual cap. Validates employer is at 11+ employee threshold for 2026 coverage. Maintains required wage statement display. Blocks documentation requests.
What those rules do as hours accumulate and PSL is requested.
The hero card configuration: Block on documentation requests, Flag on threshold tracking, Critical on PFML coordination.
Public Act 24-8 eliminated the prior documentation requirement. Employers are PROHIBITED from requiring workers to provide documentation that sick leave was used for a permitted purpose. Attempts to require documentation are blocked.
Employers with 11+ employees are covered in 2026. Phase 3 (January 1, 2027) drops the threshold to 1+ employees — universal coverage. Employers near the threshold see the upcoming Phase 3 timeline in compliance previews.
CT PSL and CT PFML can both apply to the same leave event. Employers must follow the most-favorable rule for the worker. PSL is paid at $16.94 floor; PFML provides up to $1,016.40/week wage replacement. Workers can elect to use PSL to top off PFML benefits.
Deploy Connecticut PSL Phase 2 in your Teambridge.
Tell us about your Connecticut workforce. We'll spin up 1-per-30 accrual, 11-employee threshold tracking with Phase 3 (2027) transition calendar, documentation-request blocking, PFML coordination, and 21 other Connecticut policies in a sandbox tenant.
11+ employees, 1-per-30 accrual, no documentation, paid at minimum wage floor.
Public Act 24-8's 2024 expansion was one of the most significant PSL law changes in the country — eliminating the service worker carve-out, reducing the documentation burden, and accelerating accrual. Phase 3 in 2027 will bring universal coverage.
Three-phase coverage expansion
Public Act 24-8 set a multi-year phaseup: Phase 1 (Jan 1, 2025): employers with 25+ employees. Phase 2 (Jan 1, 2026): employers with 11+ employees — down from 25. Phase 3 (Jan 1, 2027): employers with 1+ employees — universal coverage. The 2027 phase brings Connecticut into alignment with Minnesota and a handful of other states with no employer-size carve-out for PSL.
Service worker concept eliminated
Pre-2024, Connecticut PSL only covered 'service workers' — a narrowly defined category that included social workers, librarians, home health aides, cooks, bartenders, fast food workers, retail salespersons, and similar roles. PA 24-8 eliminated the service worker concept entirely. Coverage now extends to all employees with limited exceptions: seasonal employees (work 120 days or less in a year) and certain construction trade union members covered by multi-employer health plans under collective bargaining agreements. Self-employed individuals are also excluded.
Teambridge runs PSL accrual, blocks documentation requests, and surfaces Phase 3 transition.
The combination of expanded coverage (11+ in 2026, 1+ in 2027), no documentation, and minimum-wage pay floor makes Connecticut PSL one of the most worker-protective frameworks in the country.
1 hour per 30 worked credited.
Every shift's hours add to the worker's PSL balance at 1-per-30. Accrual is automatic and credited each pay period.
Coverage status surfaced.
Employer headcount is checked against the 11-employee threshold. Above: PSL coverage required. Below: not yet covered — but Phase 3 (1+ in 2027) is on the horizon. Operators see the upcoming transition timeline.
Manager attempts denied.
If a manager attempts to require documentation for PSL use, the request is blocked. PA 24-8 prohibits documentation requirements.
Balance + usage shown.
Each pay statement displays the worker's current PSL balance and usage during the pay period.
Still evaluating? Get a free Connecticut compliance audit.
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People also ask.
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Content updated May 26, 2026