CT PSL Phase 3 (2027): 1+ employee universal coverage.
Effective January 1, 2027, Connecticut Paid Sick Leave reaches universal coverage — every Connecticut employer with at least 1 employee must provide PSL. This is the final phase of the Public Act 24-8 (2024) expansion that began with 25+ employees in 2025 and 11+ in 2026. The 1+ threshold brings Connecticut into alignment with Minnesota and a handful of other states (Colorado, Oregon, Washington, New Jersey, New York City) that provide universal PSL coverage without employer-size carve-outs. Operators with small CT teams currently outside the 11+ threshold need to plan now for 2027 coverage.
PSL Phase 3 Transition Planning
Surfaces Phase 3 transition for employers below 11-employee threshold. Models accrual, payroll cost, and policy administration for 2027 launch. Tracks Phase 3 readiness across operations.
What those rules do as 2027 approaches.
The hero card configuration: Flag on transition timeline, Avoid on patterns that delay readiness.
Effective January 1, 2027, every Connecticut employer with 1+ employees must provide PSL. Employers currently below the 11-employee threshold see the transition timeline in compliance previews. Accrual must begin January 1, 2027.
Operators using independent contractor classifications, seasonal misclassification, or other patterns to avoid the 11-employee threshold are flagged. Phase 3 in 2027 will likely catch most patterns. Class action exposure under § 31-72 if Phase 3 coverage is denied via misclassification.
Deploy Connecticut PSL Phase 3 readiness in your Teambridge.
Tell us about your Connecticut workforce. We'll spin up Phase 3 (2027) transition planning, small-employer accrual readiness, notice and posting workflows, and 21 other Connecticut policies in a sandbox tenant.
Universal coverage, 1+ employees, all the same accrual and use-case rules.
Phase 3 doesn't change the accrual mechanics, use cases, or pay rate — only the coverage threshold. The same 1-per-30 accrual, 40-hour annual cap, no documentation, and minimum-wage-floor pay rate apply.
Universal coverage at 1+ employees
Phase 3 brings Connecticut to universal PSL coverage. Every employer with 1+ employees must provide PSL accrual, regardless of size. Self-employed individuals remain excluded (since they're not employers in the relevant sense). The same exceptions apply: seasonal employees (120 days or less per year) and certain construction trade union members covered by multi-employer health plans.
Same accrual and use rules
Phase 3 doesn't change anything about how PSL works — only who's covered. The same rules apply: 1 hour per 30 worked accrual; 40 hours annual usage cap; pay at minimum wage floor or normal wage (whichever greater); no documentation requirements; same use cases (own/family illness, mental health, domestic violence, school closure for public health emergency).
Teambridge surfaces Phase 3 readiness across small-employer operations.
The 2027 transition is calendar-driven and certain. Small-employer operators need to be ready by January 1, 2027 — not on January 2.
Universal coverage as of 2027.
Effective January 1, 2027, every CT employer with 1+ employees is covered. Employer headcount no longer matters for PSL coverage.
1-per-30 accrual from Day 1, 2027.
PSL accrual must begin January 1, 2027 for newly-covered small employers. No grace period — accrual starts immediately.
Workers notified by Jan 1, 2027.
All workers at newly-covered employers must receive notice of PSL rights by January 1, 2027. CT DOL poster in English and Spanish must be posted.
PSL + PFML at universal scale.
With PSL universal at 1+ employees in 2027 and PFML already at 1+ employees, both programs now apply equally broadly. Coordination workflows ensure most-favorable application.
Still evaluating? Get a free Connecticut compliance audit.
Send us your existing Connecticut scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Connecticut-specific exposure ranked by risk and back-pay liability.
People also ask.
When does Connecticut PSL reach universal coverage?
Does Phase 3 change any other PSL rules?
What do small employers need to do to prepare?
What about seasonal workers?
Can independent contractors be classified to avoid Phase 3?
Content updated May 26, 2026