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
Benefit Calculation:
- 95% of wages that do not exceed 40 times the state minimum hourly wage, plus
- 60% of wages that exceed 40 times the state minimum hourly wage
Maximum Weekly Benefit: $941.40 (60 times the state minimum hourly wage)
State Minimum Hourly Wage: $15.69
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.
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
- Individual related by blood or affinity whose close association the employee shows to be the equivalent of those family relationships
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.
Funding
Employee contributions help fund the state program through payroll deductions. Contributions are based on a percent of eligible wages and can be fully employer paid, fully employee paid, or shared between employer and employee.
The maximum premium that can be deducted from employee wages is 0.5% of covered wages up to the Social Security Taxable Wage Base of $168,600.
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.
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.
All information on this page is subject to change as state requirements change.
Calculate PFML Benefits
Use this calculator with your employees to help them get a quick estimate of their PFML benefit amounts.