Law Office of Stephen R. Polauf | Labor & Employment Attorney | New Haven, Connecticut

My Employment Law Blog

Disclaimer: Content is informational only, not legal advice. For specific guidance, consult an attorney in your jurisdiction.

Welcome to my employment law blog, my writing here reflects my thoughts on employment law from my experience representing employers—offering practical advice, topical policy commentary, and original legal analysis. My piece on Connecticut’s Paid Sick Leave law was published in the Hartford Business Journal in March 2025, and I also cross-post my content here to LinkedIn.

  • Front-Loading Sick Time: The Silver Lining for Employers in Connecticut’s New Paid Sick Leave Law

    Recent changes to Connecticut’s mandatory paid sick leave law create new compliance challenges for employers but provide an invaluable opportunity via a provision authorizing front-loaded paid sick time, which cost-conscious employers should consider implementing.

    The evolution of employee leave into a statutory entitlement began with the 1993 Family and Medical Leave Act (FMLA) and has since developed into an ever-growing and complex web of federal and state regulations and legislation.

    Connecticut joined this trend in 2012 with the Paid Sick Leave Act. The latest amendments to Connecticut’s Paid Sick Leave Law, effective January 1, 2025, contain numerous provisions that complicate workforce management. Employers face expanded coverage requirements, increased accrual rates, and are restricted from certifying proper use of sick leave by requesting employees provide adequate documentation—a prohibition in direct tension with existing state and federal FMLA requirements. In addition, paid sick leave must now be available not only for an employee’s illness but also for the care of their family members. The new law expands the meaning of “family members” beyond the FMLA’s traditional definitions to include siblings, grandparents, grandchildren, domestic partners, and individuals with an “equivalent” family relationship. In contrast with the FMLA, employers cannot ask employees for advance notice as a condition of using paid sick time.

    For small businesses especially, these changes threaten to create substantial operational disruptions. All covered private employers with 25 employees or more—a threshold set to phase out by 2027—must now provide sick time accrual at a minimum rate of one hour for every 30 hours worked (increased from one hour per 40 hours).

    Considering the burdens imposed by the new law on employers, it is easy to overlook any potential silver lining. However, the law includes a valuable provision allowing employers to “front-load” sick time instead of using traditional accrual methods. Under this approach, employers can provide 40 hours of sick leave at the beginning of each year without carrying over unused time. Although the statute does not explicitly name front-loading, the language appended to the last paragraph under Conn. Gen. Stat. § 31-57s(a) allows a front-loaded sick time program as a valid method of compliance.

    Among all options for compliance, front-loading promises to be the most cost-effective for employers savvy enough to take advantage of the opportunity. This approach is particularly attractive given the new accrual requirements. Under the new rate of one hour per 30 hours worked, an employee working 2,080 hours annually would accrue almost 70 hours—significantly more than the 52 hours that would accrue to the same worker under the pre-amendment version. With front-loading, employers can avoid the costliest entitlements incorporated by the latest amendments while maintaining compliance.

    Front-loading offers additional operational advantages that distinguish it from an accrual-based system, including simplified administration without the additional record-keeping necessary for individual employee sick time accumulations through carryover; protection against financial liability for use of unearned time through lawful wage deduction procedures; and elimination of the complex calculations associated with year-end sick time carryover processing. Indeed, Connecticut’s existing wage law allows employers to mitigate the major risk of front-loading sick time—employees exhausting their immediately available sick time then separating from employment—by permitting wage deductions for advanced, unearned paid time off under Conn. Gen. Stat. § 31-71c. Under Conn. Gen. Stat. § 31-71c, employers can deduct advanced, unearned paid time off with an employee’s signed consent on a form approved by the state Labor Commissioner.

    Connecticut’s Department of Labor (CT DOL) has historically permitted such deductions for advanced paid time off, and nothing in the amended law suggests a departure from this policy. The new sick leave statute expressly specifies that any kind of paid time off that otherwise meets its requirements is “deemed in compliance,” and it would be arbitrary for the CT DOL to limit or allow wage deductions for unearned, advanced paid time off based on whether an employer labels such time off “PTO,” “sick leave,” or otherwise.

    Connecticut employers planning to adopt and implement a front-loaded sick time policy under the new law must undertake several steps beforehand.

    First, employers must explain how front-loaded sick time works, ideally through an employee handbook. Second, employers must provide employees with individualized notices of their rights under the new law, using a modified version of the CT DOL model notice. Third, employers must obtain CT DOL approval to use wage deduction consent forms that specifically address advanced paid sick leave. Finally, employers must get employee consent for wage deductions via signatures on those approved forms as well as maintain detailed records of both sick time usage and theoretical accrual rates. Such records are necessary for the proper calculation of wage deductions for unearned advances following an employee separation and are subject to a three-year retention requirement by the CT DOL.

    Businesses should consult with legal counsel and the state Department of Labor on proper implementation, particularly regarding authorized deduction forms, keeping their policies up to date, and issuing notice to employees as necessary. While Connecticut’s amended sick leave law includes several challenging requirements and lays out minimal guidance as to implementation, the front-loading provision offers employers a practical path forward.