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.

Brandon Calton admitted to the United States District Court of Connecticut

June 10, 2025
Brandon Calton is now admitted to the United States District Court, Connecticut! The Royal Law Firm is passionate about expanding our reach so that we can better serve our clients and their needs. Brandon is admitted in Massachusetts, the United States District Court of Massachusetts, and the United States District Court of Connecticut.

Federal Court Vacates EEOC’s “Abortion Accommodation Mandate” in PWFA

By Heather Child • June 9, 2025
On May 21, 2025, the U.S. District Court for the Western District of Louisiana struck down a provision in the Equal Employment Opportunity Commission’s (EEOC) final rule under the Pregnant Workers Fairness Act (PWFA), ruling that the agency exceeded its authority by requiring employers to accommodate elective abortions that are not medically necessary. Background Information: In June 2022, the U.S. Supreme Court issued a decision in Dobbs v. Jackson Women’s Health Organization, which overturned Roe v. Wade and eliminated the constitutional right to abortion. Congress passed the Pregnant Workers Fairness Act in December 2022, and it became effective in June 2023. The law requires employers with 15 or more employees to provide reasonable accommodation to qualified applicants or employees who have physical or mental conditions related to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant difficulty or expense for the employer. In April 2024, The EEOC issued its final interpretation of the PWFA including abortion in the definition of “pregnancy, childbirth, or other related medical conditions” thereby requiring employers to provide accommodations related to abortion. In May 2024, the states of Mississippi and Louisiana sued the EEOC, arguing that the interpretation conflicted with the U.S. Supreme Court’s Dobbs decision and their respective state laws on abortion. In June 2024, Judge Joseph found that the EEOC exceeded its authority and issued a preliminary injunction postponing the effective date of the interpretation to provide accommodation for elective abortions until final judgment was entered in this matter. The final judgment was entered on May 21, 2025, that remanded the matter to the EEOC to revise the final rule and all related implementing regulations and guidances. Employer Takeaways: While employers are no longer (as of now) REQUIRED to provide accommodation for elective abortions, the remainder of the PWFA remains in full effect The decision to have or not have an abortion remains protected under Title VII The PWFA does not supersede state or local laws providing greater protection for pregnant workers. It is important to stay up to date on state regulations to ensure employers are complying with state laws. While it is still unclear how this ruling will impact employers nationwide, it is still important to continue to stay up to date on ever-changing legislation.  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.