Home > Employee Benefits > Connecticut Sick Pay Law presents more questions than answers

Connecticut Sick Pay Law presents more questions than answers

Beginning New Years Day 2012, many Connecticut employers will provide paid sick leave benefits to employees. At first glance, the new requirement seems to be rather simple: employers must provide employees as much as forty (40) hours of paid time away from work for illnesses, accidents, family issues, preventive care, etc. in each calendar year.  As is often the case, this Act presents as many questions as answers. Here’s what I wonder:

  • Does the law apply to occupational and non-occupational events alike? Is there a loss of time benefit conflict? We asked this question. Hopefully soon we will know.
  • Did the legislature intend to expand the loss of time benefits in Workers’ Compensation?
  • Does carrying over up to 40 hours of time year to year for employees present tax complications to employers?
  • Will the record keeping complexity cause companies to stop hiring at 49 employees or limit part-time workers to nine or less hours per week?
  • Will employers choose a less complicated road to compliance by simply increasing paid time off (PTO) days?

The answers to these questions and more and the ultimate cost implications to Connecticut business will be answered in time. Stay tuned for more information on this topic.

Connect with Trip McGarvey on LinkedIn.

  1. July 16, 2011 at 2:19 am

    This is a GREAT post! I hope you not mind.I published an excerpt on the site and linked back to your own blog for people to read the full version. Thanks for your advice.

  2. Trip McGarvey
    August 2, 2011 at 10:36 am

    The Connecticut legislature passed and the Governor signed a law requiring certain employers to provide paid sick leave to their employees. In earlier discussion we wondered if the law would apply equally to occupational and non-occupational loss of time. It seems the answer is yes. So, does it matter?

    In situations involving short-term work related injuries or illnesses (three days or less), a person could elect to apply for the sick pay benefit. In this situation the person did not satisfy the three day waiting period for workers’ compensation but receives their pay just the same.

    It is not clear if the Legislature intended this result. In time we will know if it matters – if this provision will add cost. What do you think?

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