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Connecticut Employers Are Required to Offer Paid Family and Medical Leave Benefits

  • Compliance
  • Article
  • 6 min. Read
  • Last Updated: 01/03/2024

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Table of Contents

The Connecticut Paid Leave Act enacted a program that has provided benefits to eligible employees since Jan. 1, 2022. The program’s contribution rate will remain unchanged (0.5 percent) in 2024, while the Social Security wage contribution cap has been adjusted to $168.000.  

Under CT Paid Leave, employers with as few as one employee in Connecticut are required to provide 12 weeks of paid leave, with an additional two weeks available to eligible employees who experience a pregnancy-related serious health condition. To be eligible, an employee is required to work for a covered employer for three months and have earned at least $2,325 in a “base period”.

How is CT PFML Program Funded and Who is Eligible?

The paid leave is funded through employee payroll contributions. Employers do not make contributions to the program, but they are required to deduct and withhold a mandatory tax of 0.5 percent from all employee paychecks and remit these contributions quarterly to the CT Paid Leave Authority. 

Individuals who meet the employment and earnings requirements at a workplace are eligible. Those employed by the state who belong to a union are exempt from the new law, but their union may collectively bargain to join the program. Self-employed individuals can opt-in to the program.

What are the Calculations for CT PFML Benefit Wages?

There is a cap on the weekly benefit an employee will receive – it cannot exceed 60 times the current state minimum wage – and the compensation benefit will be determined on a sliding scale, so lower-paid employees will receive a maximum benefit of up to 95 percent of their regular weekly pay. The PFML Act in Connecticut contains language indicating that benefits will be reduced if revenue is insufficient.

Are There Employer Notification and Documentation Requirements?

Employers are required to provide the Notice of Employee Rights Under CT FMLA and CT Paid Leave, provided by the Connecticut Department of Labor, upon initial hire and annually thereafter.

What are Qualified Reasons for Taking Leave in Connecticut?

Qualified reasons for leave under the Connecticut PFML Act include the existing qualified reasons under the state’s FMLA, with an expansion of the definition of “family member.” Qualified reasons include:

  • Birth or adoption of a child or a foster care placement for bonding purposes
  • Provide care for a family member with a serious health condition
  • To care for an employee’s own serious health condition
  • To serve as an organ or bone marrow donor
  • Military leave if a spouse, child or parent is called into active duty
  • If during pregnancy a healthcare provider determines that more recovery time is needed, then individuals may apply for an additional two weeks of leave
  • If an employee is experiencing family violence, they can apply for 12 days of leave
  • To care for a family member injured during active military duty or other reasons related to a family member being called to active duty

Under the Connecticut FMLA, a family member includes a spouse, child, or parent. Under the PFML Act, the definition of “family member” also includes a parent-in-law, sibling, grandchild, grandparent, or an individual related to the employee by blood or whose close association to the employee is the equivalent of those family relationships.

Is there a Private Plan Exemption?

Yes. An employer may apply to the Authority requesting an exemption as long as the employer is able to demonstrate that it will be able to satisfy its PFML Act obligations through its private plan. However, the private program must provide equivalent benefits and meet other specific requirements, including approval by a majority vote of the employer’s employees..

Looking Forward

For more information or to review the Connecticut PFML statute, please review the Connecticut Department of Labor website. Paychex can also help employers track employees' time off with its time-tracking solutions and provides HR Services to help your business navigate the changing regulatory and legislative landscape.    


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* This content is for educational purposes only, is not intended to provide specific legal advice, and should not be used as a substitute for the legal advice of a qualified attorney or other professional. The information may not reflect the most current legal developments, may be changed without notice and is not guaranteed to be complete, correct, or up-to-date.

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