Connecticut Expands Paid Sick Leave to Include Mental Health Wellness Days

What Changed

Connecticut enacted Senate Bill 2 (SB 2), which expands the permitted uses of paid sick leave for covered employees under the state's paid sick and safe leave law. Signed on June 26, 2023, the law adds two new categories of covered uses:

1. Mental health wellness days: Service workers may use paid sick leave for a "mental health wellness day" — a day during which the employee attends to their emotional and psychological well-being instead of working their regularly scheduled shift

2. Parents/guardians of domestic violence or sexual assault victims: Service workers may use paid sick leave if they are the parent or guardian of a child who is a victim of family violence or sexual assault, including for medical care, counseling, services from victim organizations, relocation, or participation in legal proceedings

Connecticut becomes the first state to explicitly include mental health wellness days as a covered reason for paid sick leave.

Who Is Affected

Service workers employed by employers with 50 or more employees in Connecticut. Connecticut's paid sick leave law applies specifically to "service workers" — a category that includes employees in hospitality, food service, retail, healthcare, and various other service industries. Salaried exempt employees are generally not covered.

Where It Applies

Connecticut statewide.

When It Takes Effect

October 1, 2023.

Why It Matters

The mental health wellness day provision reflects a growing recognition that mental health is as valid a reason for taking time off as physical illness. While the expansion only applies to service workers under Connecticut's existing sick leave law, it sets a precedent that other states may follow. Employers should also be aware that they cannot require employees to provide documentation proving they took a mental health day — the same rules apply as for other sick leave uses.

The expansion for parents of domestic violence victims fills an important gap, ensuring that caregivers can support their children through difficult circumstances without risking their jobs.

The Humareso Take

Connecticut is leading on this one, and we think it is the right call. Mental health days have been an informal reality in most workplaces for years — this just makes it official. If you are a Connecticut employer with 50 or more employees, update your sick leave policy to explicitly include mental health wellness days as a permitted use. It is a small change with a meaningful message to your workforce.

Recommended Action Steps

1. Update your Connecticut paid sick leave policy to include mental health wellness days and family violence/sexual assault leave for parents and guardians.

2. Revise your employee handbook to reflect the expanded covered uses.

3. Train managers to approve sick leave requests for mental health wellness days without requiring medical documentation.

4. Communicate the changes to all covered service workers before October 1, 2023.

5. Contact your Humareso representative for updated Connecticut sick leave policy language.