Covered Leaves and Durations
Leave Type | Covered Leave | Maximum Leave Duration |
---|---|---|
Medical |
| 12 weeks |
Family |
| 12 weeks |
| 26 weeks, 12 of which may be paid | |
Maternity |
| 12 weeks |
| 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.
Covered Employees
Private Employees | Public Employees |
---|---|
Private employees are eligible for Connecticut’s PFML if they:
| Public employees are eligible if they are:
|
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.
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.
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.
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.