In 2025, understanding Connecticut leave laws and holiday regulations is essential for both employers and employees to ensure compliance and maintain a balanced work-life environment. Connecticut offers a variety of leave options, including paid family and medical leave, as well as provisions for sick leave and other types of time off. Utilizing tools like the “Day Off” app can help manage these leave entitlements more efficiently. This article provides a comprehensive overview of Connecticut’s leave laws and public holidays, helping you navigate the complexities of leave entitlements and ensuring you stay informed about your rights and obligations in the workplace.
Paid Time Off (PTO) in Connecticut
Leave Quota:
In Connecticut leave laws, employers are not mandated by state law to provide Paid Time Off (PTO). However, many employers offer PTO as part of their benefits package. The leave quota for PTO is typically determined by the employer and outlined in the employment contract or company policy. It can vary based on factors such as employee tenure, position, and company size. Employers often provide a standard amount of PTO days annually, which could range from 10 to 20 days.
Accrual:
PTO in Connecticut leave laws is generally accrued over time, with employees earning a specific amount of leave per pay period. For instance, an employee might accrue one day of PTO for every month worked, or a certain number of hours per pay period. The accrual rate can be pro-rated for part-time employees based on the number of hours worked. The specifics of the accrual system, including any caps on the total amount of PTO that can be accumulated, are typically defined by the employer.
Rollover:
Connecticut leave laws allows employers to set policies regarding the rollover of unused PTO from one year to the next. Some employers may adopt a “use-it-or-lose-it” policy, requiring employees to use their PTO within a certain time frame or forfeit the unused days. Others may allow for a certain number of unused PTO days to roll over into the next year, either indefinitely or with a cap on the maximum amount that can be carried over. It’s important for employees to understand their company’s specific rollover policy to avoid losing earned PTO.
Payment of Accrued, Unused Vacation on Termination:
Connecticut leave laws does not require employers to pay out accrued, unused PTO upon termination unless there is an agreement in place, such as an employment contract or company policy that stipulates such payment. If the employer’s policy or agreement specifies that accrued, unused PTO will be paid upon termination, the employer is legally obligated to follow that policy. Employees should review their company’s PTO policy to understand their rights regarding the payout of unused leave when leaving their job.
Sick Leave in Connecticut
Federal Laws
At the federal level, the Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid leave per year for specific medical and family reasons, including personal illness. This law applies to employers with 50 or more employees and covers employees who have worked for at least 12 months and have clocked a minimum of 1,250 hours over the past year. While FMLA does not mandate paid sick leave, it guarantees job protection and the continuation of health benefits during the leave period.
State Laws
Connecticut has more comprehensive sick leave provisions compared to federal requirements. Under Connecticut’s Paid Sick Leave law, certain service workers employed by businesses with 50 or more employees are entitled to paid sick leave. The law mandates that eligible employees accrue one hour of paid sick leave for every 40 hours worked, up to a maximum of 40 hours per year. This accrued sick leave can be used for various reasons, including personal illness, the illness of a family member, or to address issues related to family violence or sexual assault.
In addition to the Paid Sick Leave law, Connecticut’s Paid Family and Medical Leave (PFML) program, effective January 1, 2022, provides eligible employees with up to 12 weeks of paid leave for medical and family reasons, including their own serious health condition. The PFML program is funded through employee payroll contributions and is administered by the Connecticut Paid Leave Authority. Employees can use this leave concurrently with FMLA, ensuring they receive income replacement while also benefiting from the job protection provided by federal law.
Connecticut Paid Family and Medical Leave Act (PFMLA)
The Connecticut Paid Family and Medical Leave Act (PFMLA) was enacted on January 1, 2022, following an initial period where employers began taking pay deductions from employees starting January 1, 2021.
Connecticut employees fund the paid leave benefits through a mandatory payroll deduction, initially capped at 0.5 percent of an employee’s wages. This deduction applies to wages up to the Social Security contribution base, which was $142,800 in 2021 and is subject to annual adjustments. Employers are responsible for withholding the 0.5 percent contribution from employees’ wages and remitting these contributions to the Connecticut Paid Leave Authority on a quarterly basis.
The PFMLA program is comprehensive, covering all Connecticut employers with at least one employee, and even allows self-employed individuals and sole proprietors to participate. To be eligible for benefits under the PFMLA, employees must have earned at least $2,325 in the highest-earning quarter of the previous four quarters (the “base period”), be currently employed, or have been employed within the last 12 weeks.
The Connecticut Family and Medical Leave Act (CTFMLA) outlines several qualifying reasons for which employees can take paid leave, including:
- The birth of a child or the placement of a child with the employee for adoption or foster care.
- Caring for a family member with a serious health condition.
- The employee’s own serious health condition.
- Service as an organ or bone marrow donor.
- Addressing a qualifying exigency related to a family member’s military service.
- Reasons related to family violence.
Eligible employees may receive up to 12 weeks of paid leave within a 12-month period. The benefits provided under the PFMLA allow employees to receive up to 95 percent of their average weekly earnings, subject to a cap of 60 times the state minimum wage.
Payout
The Connecticut Paid Family and Medical Leave Act is funded entirely through mandatory payroll deductions from employees’ wages. These deductions are managed by employers, who must ensure they are remitted to the Connecticut Paid Leave Authority as required.
Maternity, Paternity, FMLA in Connecticut
Federal Laws:
Under the Federal Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, including the birth of a child and the care of a newborn, or the placement of a child for adoption or foster care. FMLA applies to employers with 50 or more employees, and employees must have worked for at least 12 months and accumulated a minimum of 1,250 hours over the past year to qualify for these benefits. While FMLA guarantees job protection during the leave, it does not require that the leave be paid.
Additional State Laws:
Connecticut leave laws has enacted additional state laws that enhance the protections offered by the FMLA, providing more comprehensive support for employees needing maternity, paternity, or family leave. The Connecticut Family and Medical Leave Act (CTFMLA) allows eligible employees to take up to 12 weeks of leave within a 12-month period, similar to the federal FMLA, but it applies to employers with as few as one employee, making it more inclusive.
Connecticut’s Paid Family and Medical Leave (PFML) program, introduced in 2022, goes a step further by providing paid leave benefits. Under this program, eligible employees can receive up to 12 weeks of paid leave, with benefits covering up to 95 percent of their regular weekly earnings, subject to a cap. This paid leave can be used for the same reasons covered under FMLA, including maternity and paternity leave. The PFML program is funded through employee payroll deductions, ensuring that employees have financial support during their leave.
In addition to these provisions, Connecticut law also extends the leave duration under specific circumstances. For instance, employees who experience a pregnancy-related disability can receive up to an additional four weeks of leave, ensuring a total of 16 weeks of leave within a 12-month period.
These state laws reflect Connecticut’s commitment to supporting families and ensuring that employees have the necessary time and financial resources to care for their families during significant life events. The combination of federal and state protections ensures that employees in Connecticut have access to some of the most comprehensive family leave benefits in the country.
Bereavement Leave in Connecticut
In 2025, Connecticut does not have a specific state law mandating bereavement leave; however, many employers in the state voluntarily provide this benefit as part of their overall leave policies. Bereavement leave allows employees to take time off to grieve and make arrangements following the death of a close family member. The amount of leave typically offered ranges from three to five days, depending on the employer’s policy and the employee’s relationship to the deceased. While Connecticut law does not require paid bereavement leave, employers who offer this benefit may provide it as paid time off, ensuring employees have the support they need during a difficult time. Employees should consult their employer’s specific bereavement leave policy for details on the amount of leave available and whether it is paid or unpaid.
Jury Duty Leave in Connecticut
In Connecticut leave laws, Jury Duty Leave is a protected right for employees, ensuring that they can fulfill their civic duties without fear of losing their jobs. Under state law in 2025, employers are required to provide employees with time off to serve on a jury. For the first five days of jury service, employers must pay their employees their regular wages. After this period, employers are not obligated to continue paying wages, although employees can be compensated by the state for their service. It is illegal for employers to retaliate against employees for serving on a jury, and employees are expected to provide their employers with reasonable notice of their jury duty obligations. This provision ensures that all citizens can participate in the judicial process without financial hardship or job insecurity.
Military Leave in Connecticut
In 2025, Connecticut continues to provide robust protections for employees who are members of the military. Under both federal and state laws, employees who are called to active duty, whether in the National Guard, Reserves, or any branch of the armed forces, are entitled to Military Leave. Connecticut law requires that employers grant unpaid leave for the duration of the employee’s military service. Upon completion of their service, employees are entitled to reinstatement to their previous position or an equivalent one, with the same seniority, status, pay, and benefits. Additionally, under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are protected from discrimination based on their military obligations. This ensures that Connecticut residents serving in the military can fulfill their duties without sacrificing their civilian careers. Some employers may also provide paid military leave or supplement the difference between military pay and regular wages, but this is at the discretion of the employer.
Voting Leave in Connecticut
In 2025, Connecticut continues to support the democratic process by ensuring that employees have the opportunity to vote in elections. While Connecticut does not have a specific state law mandating paid time off for voting, employers are encouraged to provide reasonable accommodations to allow employees to exercise their right to vote. This may include adjusting work schedules or allowing employees to take time off during the workday to visit the polls. Employers are generally expected to work with their employees to ensure that they have sufficient time outside of work hours to cast their ballots, especially if their work schedule does not otherwise allow for it. This approach helps to promote civic participation while maintaining workplace productivity. Employees are advised to communicate with their employers in advance if they anticipate needing time off to vote.
State Holidays in Connecticut 2025
In 2025, Connecticut observes a variety of state holidays, providing residents with time off to celebrate and reflect on significant events and cultural traditions.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
February 17, 2025 (Monday)
April 18, 2025 (Friday)
May 26, 2025 (Monday)
July 4, 2025 (Friday)
September 1, 2025 (Monday)
October 13, 2025 (Monday)
November 11, 2025 (Tuesday)
November 27, 2025 (Thursday)
December 25, 2025 (Thursday)