Connecticut paid sick leave for restaurants: the 2026 and 2027 changes

Connecticut's paid sick leave law began in 2011 with a narrow rule for service workers in larger businesses, and it has grown in steps. For a restaurant owner, the 2026 and 2027 changes matter, because they bring in smaller employers and drop the old service-worker distinction. This guide, last checked in October 2026, explains the rules as law firm alerts and news coverage describe them. It is general information, not legal advice. The Connecticut General Statutes and the Department of Labor are the authority for the current text.

Which employers are covered now?

The Connecticut Department of Labor's paid sick leave FAQ says the law covers employers with 11 or more employees from January 1, 2026, and employers with one or more employees from January 1, 2027, with the employee count taken from the payroll for the week that includes January 1 each year. A very small restaurant that was outside the law until now should plan for 2027, because owners who wait until December may struggle to set up payroll in time. Exclusions are narrow: the sources mention certain construction trade employees under a multiemployer health plan and seasonal employees, defined as those who work 120 days or fewer in a year. A summary of the bill also says employers that already give at least 40 hours of paid time off a year are exempt, so read the FAQ for the conditions.

What changed about who is covered among employees?

Under the old law, only "service workers" in specific occupations, including food service, were covered, and only in employers with 50 or more employees. The new law removes the service-worker concept. Covered employers must generally provide paid sick leave to all employees, subject to limited exceptions. So a cook, a dishwasher, a manager who is not exempt and an office assistant are all included. Review your list of staff and note who was not covered before.

How does accrual work?

The Department of Labor's FAQ says employees accrue one hour of paid sick leave for every 30 hours actually worked, up to 40 hours a year, and that paid or unpaid time off does not count as hours worked. Employees may begin using accrued leave after 120 calendar days of employment, though an employer may allow earlier use. Leave may be used in one-hour increments, with exceptions for certain workers. Part-time employees accrue at the same rate, in proportion to their hours. Employers must keep records of hours worked and leave accrued and used for at least three years, according to the FAQ. Check whether your payroll system can track accrual by hour and show the balance on the pay stub.

What reasons can employees use leave for?

Coverage summaries describe the typical reasons: the employee's own illness, injury or health condition, care for a family member, and absences connected to family violence or sexual assault. The expanded law also covers some other purposes, so read the current text. Employers may set reasonable notice rules, and may ask for documentation for longer absences within limits. Retaliation against an employee who uses leave is prohibited.

What about tipped workers and tip credit?

The pay rate for sick leave is a question to check carefully for tipped staff. Many laws set it at the normal hourly rate, and for tipped workers that can mean the full minimum wage rather than the reduced cash wage. Ask the Department of Labor or an employment attorney how to calculate the rate for a server, and test your payroll system with an example. Getting this wrong across a team of servers adds up quickly.

How do you prepare payroll and the handbook?

Update your payroll to the accrual rate of one hour for every 30 hours worked and the cap of 40 hours. Write the policy in plain language: who is covered, when leave can be used, how to ask for it and who to contact. Display any required poster. Train managers not to discourage leave and not to ask workers to find their own replacement. Keep records of hours, accruals and use for the period the law requires.

How does it affect scheduling and food safety?

A sick day is a protected absence, so a shift lead needs a coverage plan. Keep a short list of staff who can pick up shifts, and cross-train so that a cook's absence does not leave a station empty. The leave also supports food safety: a cook who is sick should not handle food, and a paid sick day makes it possible to stay home. Pair the policy with your illness reporting rules in the food safety plan.

What should you do this month?

Count your employees, including part-time staff, to see which year applies to you. Ask your payroll provider whether the system supports the rate and the cap, and when the update will be ready. Draft the policy and have an attorney review it. Tell your team about the change at a staff meeting. If you operate in more than one state, remember that Pittsburgh and Philadelphia have different sick leave rules, covered in separate guides in this series.

Consider your hiring and seasonal plans as well. A shoreline restaurant that adds staff for the summer should count how many employees it has across the year, since the threshold in 2026 depends on size, and the 120-day seasonal exclusion in the sources is narrow. Staff who work more than 120 days in a year are not seasonal for this purpose, even if you think of them that way. Ask your attorney how to count a worker who leaves in the fall and returns in the spring. Planning now avoids a hard conversation in a busy July.

More guides for your business:

• Connecticut's 7.35 percent meals tax: what restaurants collect
• Connecticut restaurant liquor permits and serving hours
• Connecticut tip pooling and service charges: what is settled

More in the US guides for food businesses.