Connecticut Paid Family and Medical Leave

In Force as of Jan. 1, 2022
Benefit Overview

Covered Leaves and Durations

Leave TypeCovered LeaveMaximum Leave Duration
Medical
  • Leave taken by a covered individual due to a serious health condition
  • Serve as a bone marrow or organ doner
12 weeks
Family
  • Care for a family member with a serious health condition
  • Adoption or foster care placement of a child with the employee
  • Victim of domestic violence
12 weeks
  • Covered service member leave
26 weeks, 12 of which may be paid
Maternity
  • Birth of a child of the employee
12 weeks
  • A pregnancy that results in a serious health condition that results in incapacity
Additional 2 weeks

Weekly Benefit Amount

Covered employees can receive the following weekly benefits:

  • 95% of the covered employee's base weekly earnings, up to 40 times the state minimum wage.
  • Employees earning more than 40 times the state minimum wage will receive 95% of 40 times the state minimum wage plus 60% of their base weekly earnings that are above 40 times the state minimum wage.
  • Total weekly compensation will be capped at a maximum up to 60 times the state minimum wage. The maximum benefit is $900 per week in 2023.

Waiting Period

There is no waiting period for paid leave. Benefits are payable as of the first day of covered leave.

Intermittent Leaves

There is no minimum increment of intermittent or reduced leave. However, an employer may limit leave increments to the shortest period of time that the employer’s payroll system uses to account for absences or use of leave, provided it is one hour or less.

 

All information on this page is subject to change as state requirements change.

 Who's Covered

Covered Employees

Private EmployeesPublic Employees

Private employees are eligible for Connecticut’s PFML if they:

  • Earned at least $2,325 in one of the previous four quarters
  • Have been employed in the previous 12 weeks before the claim

Public employees are eligible if they are:

  • Employed in state service but are not part in a bargaining unit
  • A member of a collective bargaining unit that has negotiated to participate in the state program

Family Members

Covered employees may take family leave to care for:

  • Spouse or domestic partner
  • Child (biological, adopted, foster or stepchild)
  • Parent or legal guardian (or spouse's parent)
  • Sibling
  • Grandchild
  • Grandparent (or spouse's grandparent)
  • Child's spouse

 

All information on this page is subject to change as state requirements change.

 How it Works

Plan Options

Private employers with one or more employees must participate in the state program or offer an approved private plan.

The Standard can help you meet the requirements for a private plan. Learn how to set up a private plan in our Relatively Speaking blog post.

Funding

Employee contributions fund the state program through payroll deductions. Employees pay a total contribution amounting to 0.5% of their earnings.

While employers don't have to contribute to the program, they are responsible for withholding taxes and sending the employees' contributions.

Additional Information Employers Need to Know

The law was enacted June 25, 2019 and expands on the Connecticut Family and Medical Leave law. The law runs concurrently with the federal Family and Medical Leave Act.

Notification Requirements

Employers must provide the following notifications to their employees:

  • The employee’s right to family, medical and domestic violence leave
  • The opportunity to file for leave benefits
  • Rule banning retaliation against employees for requesting, applying or using leave
  • The employee’s right to file a complaint with the Labor Commissioner

More Information

Visit Connecticut's Paid Leave site to learn more.

You can also visit The Standard’s Relatively Speaking blog to stay updated on the latest PFML news.

 

All information on this page is subject to change as state requirements change.

 Legislative Activity
February 12, 2023

The Connecticut Paid Leave Authority (CTPL) reminded Connecticut employers that the law requires all covered employers with one or more employees in Connecticut to collect and remit 0.5% in employee contributions through payroll deductions. Contributions payments are due quarterly and there is a 30-day grace period following the end of each quarter. Employers who have missed or made incomplete contribution payments have until April 30, 2023, to become current to avoid penalties or interest. Unpaid contributions will accrue penalties and interest beginning on May 1, 2023.

February 12, 2023

The Connecticut Paid Leave Authority (CTPL) reminded Connecticut employers that the law requires all covered employers with one or more employees in Connecticut to collect and remit 0.5% in employee contributions through payroll deductions. Contributions payments are due quarterly and there is a 30-day grace period following the end of each quarter. Employers who have missed or made incomplete contribution payments have until April 30, 2023, to become current to avoid penalties or interest. Unpaid contributions will accrue penalties and interest beginning on May 1, 2023.

Calculate PFML Benefits

Use this calculator with your employees to help them get a quick estimate of their PFML benefit amounts.