Connecticut Paid Sick Leave Accrual Calculator

Estimate paid sick leave accrual under Connecticut General Statutes § 31-57r: one hour for every 30 hours worked, up to 40 hours per year. Coverage is expanding to all employers through 2027.

Connecticut's paid sick leave law (CGS § 31-57r) requires at least one hour of paid sick leave for every 30 hours worked, up to 40 hours per year. Coverage expanded to employers with 25 or more employees in 2025, expands to 11 or more employees in 2026, and reaches all employers by January 1, 2027. — Connecticut Department of Labor — Paid Sick Leave

Scope: This calculator models the statewide minimum under CGS § 31-57r. Employer-size coverage thresholds change in 2025, 2026, and 2027. Frontloading arrangements and local ordinances may produce different results.

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Connecticut Paid Sick Leave law (CGS § 31-57r)

Under CGS § 31-57r, covered employees accrue one hour of paid sick leave for every 30 hours worked. Accrual begins on the first day of employment and continues throughout the accrual year.

Basic formula

raw accrual = hours worked / 30 accrual counted = min(raw accrual, annual cap) estimated balance = prior balance + accrual counted - leave used

Annual accrual cap

The annual cap on accrual is 40 hours per year for all covered employers. A more generous employer policy, contract, or local ordinance may allow a higher balance.

When can leave be used?

Accrued leave may first be used on the first day of employment for employees hired before 2025; new employees may use leave on day one for employers covered from 2025 onward (confirm the exact rule for your hire date and employer size). Hours continue accruing during the waiting period; the balance shown here may not yet be legally available to take.

Carryover and year-end balance

Unused accrued paid sick leave of up to 40 hours carries forward to the next year. The carry-forward is capped at 40 hours under CGS § 31-57r. A more generous employer policy may preserve more.

Leave payout at separation

CGS § 31-57r does not require payout of unused paid sick leave at separation. Unused hours are forfeited upon termination unless a written employer policy promises otherwise.

What this calculator does not determine

Whether your employer is currently covered by CGS § 31-57r (coverage depends on employer size and year).
Whether an employer uses a compliant frontloading arrangement instead of per-hour accrual.
Whether a specific absence qualifies as an authorized use under Connecticut law.
Whether a local ordinance or employer policy provides greater benefits.
How fractional accrual hours are tracked or rounded on payroll records.

Worked examples

Example 1: full-time employee, standard two-week pay period

hours worked = 80 raw accrual = 80 / 30 = 2.667 hours annual cap = 40 hours counted accrual = 2.667 hours

Example 2: full year of full-time work, cap applies

hours worked = 2,080 raw accrual = 2,080 / 30 = 69.333 hours annual cap = 40 hours counted accrual = 40.0 hours

Sources and verification

The accrual ratio, 40-hour annual cap, carryover rule, and employer-size expansion schedule are sourced from CGS § 31-57r and the Connecticut Department of Labor Paid Sick Leave guidance, verified August 2026. See the site's methodology for how rules become tested calculator logic.

Common questions

Which employers must provide Connecticut paid sick leave?

As of 2025, employers with 25 or more employees must provide paid sick leave. In 2026, the threshold drops to 11 or more employees. Beginning January 1, 2027, all employers of any size must provide paid sick leave. Check CGS § 31-57r or the CT DOL for the exact coverage criteria for your situation.

Does Connecticut paid sick leave carry over?

Yes. Unused paid sick leave carries forward to the next year, capped at 40 hours under the statewide minimum. An employer may allow more generous carryover.

Is Connecticut sick leave paid out at termination?

No. CGS § 31-57r does not require payout of unused paid sick leave when employment ends. A written employer policy may create a separate obligation.

Do overtime hours count toward Connecticut sick leave accrual?

Yes. Accrual is based on all hours worked, including overtime hours. The ratio is one hour per 30 hours worked regardless of pay rate.

What can Connecticut paid sick leave be used for?

Leave may be used for the employee's own illness, diagnosis, preventive care, or care for a family member, and for absences related to domestic violence, sexual assault, or stalking. This calculator estimates hours accrued — it does not determine whether a specific absence qualifies under CGS § 31-57r.