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.