Connecticut: Bereavement Leave Requirements
The short answer
No. Connecticut does not require an ordinary private-sector employer to provide a separate block of bereavement leave, and the state's paid-sick-leave statute does not include death, funerals, memorials, grief, or post-death tasks among its permitted uses. A qualifying mental or physical health condition after a loss may independently support paid sick leave, but that is health leave rather than bereavement leave.
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This is the general rule in Connecticut. Ezel applies current Connecticut law to your specific facts and answers with citations to the statutes.
| Governing law and type of leave | No general private-sector bereavement mandate. Conn. Gen. Stat. § 31-57t lists paid-sick-leave uses and limits the mandate to those listed purposes |
|---|---|
| Covered employers and employees | No bereavement-specific statutory coverage. Employer policy or agreement controls any separate benefit; another leave law applies only when the absence independently fits that law |
| Qualifying deaths, relationships, and events | No statewide private-sector death, relationship, funeral, memorial, grief, post-death-task, or reproductive-loss list. A qualifying health condition after a loss is a separate paid-sick-leave basis |
| Leave amount, timing, and caps | No bereavement-specific allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
| Paid or unpaid; use of existing leave | No required paid or unpaid bereavement allotment. Accrued paid sick leave may cover an independently qualifying listed purpose, but not bereavement alone |
| Notice, documentation, and proof | No bereavement-specific state notice, request-form, proof, or privacy rule; a voluntary employer policy supplies the procedures, subject to other applicable law |
| Job protection, attendance, and confidentiality | No bereavement-specific restoration, attendance, retaliation, or confidentiality right; separate paid-sick-leave protections require an independently covered purpose |
| Enforcement, remedies, and deadlines | No general bereavement-specific claim or deadline. Policy, contract, collective bargaining, and independently qualifying leave rights use their own remedies |
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What an employee and employer do under current law
Connecticut does not create a general block of funeral, memorial,
bereavement, or reproductive-loss leave for ordinary private-sector
employees. Conn. Gen. Stat. § 31-57t lists the purposes for which the state's
accrued paid sick leave must be available: employee and family health needs, a
mental health wellness day, specified public-health closures and communicable-
disease exposure, and family-violence or sexual-assault needs. Death, funeral
attendance, memorial arrangements, grief itself, and post-death tasks are not
among those purposes.
Section 31-57t(c) also limits the statutory mandate to the purposes described
in that section. A separate bereavement benefit therefore begins with the
employer's handbook, collective bargaining agreement, or other policy. That
document supplies the covered relationships and events, amount, pay, notice,
proof, privacy, and attendance treatment.
A health condition after a loss is a different basis
Section 31-57t permits accrued paid sick leave for an employee's mental or
physical illness, injury, or health condition. A qualifying condition after a
death can therefore support paid sick leave, but the protected reason is the
health condition, not bereavement or funeral attendance.
What trips people up
Paid sick leave is not automatically bereavement leave. Connecticut's
current purpose list is broad, but it does not include a death or funeral as a
standalone reason.
A voluntary policy can be more generous. An employer may provide paid or
unpaid bereavement time even though state law does not set a general private-
sector minimum. The policy then controls unless another law independently
applies.
Medical leave is not the same leave type. A mental or physical health
condition after a death may fit a health-based rule without creating a general
right to time off for grief, a funeral, or post-death tasks.
Common questions
Can a Connecticut employee use statutory paid sick leave to attend a funeral?
Not solely because it is a funeral. Funeral or memorial attendance is not one
of section 31-57t's listed purposes. An employer's separate policy may allow
the absence or permit another paid-leave bank to be used.
What if grief causes depression, anxiety, or another health condition?
Accrued paid sick leave may be used for a qualifying mental or physical
illness, injury, or health condition. The health condition, rather than
bereavement itself, is the statutory reason.
Does Connecticut set a statewide number of bereavement days?
No. For ordinary private-sector employment, any separate number of paid or
unpaid bereavement days comes from the employer's policy, an agreement, or
another independently applicable rule.
Statutes and sources
- Conn. Gen. Stat. § 31-57t(a), (c), as reenacted by 2024 Conn. Pub. Acts
24-8 § 3. Exhaustive paid-sick-leave purposes and limitation to those
purposes. The Public Act displays deleted words in brackets and inserted
words as new text. Official enacted
text
(accessed July 15, 2026). - Current agency confirmation. The 2026 Connecticut Department of Labor
poster reproduces the same paid-sick-leave categories. Official 2026
poster
(accessed July 15, 2026).
Source links
Every statute quoted above, linked, with the date we checked it.
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