Connecticut Paid-Leave Expansion Hits K-12 Schools on October 1, 2025!
If you run school payroll or HR in Connecticut, mark October 1, 2025 on your calendar. That’s when Public Act 25-174 brings bus drivers, custodians, paraprofessionals, cafeteria staff, and other non-certified workers under both the Connecticut Paid Leave (CT PFML) program and CT Family & Medical Leave Act protections. After October 1, public-school districts and independent K-12 schools must start withholding the 0.5 % payroll contribution, register with the CT Paid Leave Authority, and update leave policies. This guide distills what you need to do, when, and where to find the official rules.
1. What’s changing on 10/1/25?
| Change | Current Rule | New Rule (Oct 1 ’25) | Who’s Affected |
|---|---|---|---|
| Employer coverage | K-12 schools not covered for most staff | Public-school operators and private K-12 schools become covered employers, but only for non-certified positions | Boards of education, charter schools, parochial & independent schools |
| Employee eligibility | Non-certified school staff can’t access CT Paid Leave or CT FMLA | Non-certified staff (bus drivers, paras, custodians, cafeteria, etc.) gain CT Paid Leave income-replacement benefits and CT FMLA job protection | |
| Payroll contributions | Schools didn’t remit CT Paid Leave tax | Withhold 0.5 % of covered wages (up to the Social-Security cap) and remit quarterly to the CT Paid Leave Authority (ctpaidleave.org, ctpaidleave.org) |
Certified teachers & other credential-required roles stay exempt from CT Paid Leave unless their union negotiates in. (cga.ct.gov)
2. School payroll / HR to-do list
| Deadline | Action |
|---|---|
| Before 10/1/25 | Register with the CT Paid Leave Authority (if you haven’t already) |
| First October payroll | Start 0.5 % withholding for all eligible non-certified employees |
| Quarterly (Oct, Jan, Apr, Jul) | Remit contributions & wage-detail file |
| Ongoing | Update policies & handbooks (CT Paid Leave benefits up to 12 weeks; CT FMLA job protection) |
3. Common questions
Does CT Paid Leave replace federal FMLA?
No. CT Paid Leave is income replacement; CT FMLA (and federal FMLA for ≥50-employee districts) provides job protection. They typically run together. (SOURCE: ctemploymentlawblog.com)
Which wages are subject to the 0.5 % tax?
All Connecticut-sourced wages up to the 2025 Social-Security wage base of $176,100, so the max employee contribution is $880.50 in 2025. (SOURCE: info.shelterpoint.com)
We already have a private STD plan, do we still withhold?
Yes, unless you submit, and the Authority approves, a CT Paid Leave private plan that matches or beats state benefits. (SOURCE: ctpaidleave.org)
4. Quick compliance checklist
- ☐ Add non-certified staff to your CT Paid Leave eligibility file.
- ☐ Verify who still qualifies as “certified” (Chapter 166) and remains exempt.
- ☐ Post the updated CT Paid Leave notice in breakrooms and in appropriate digital spaces.
- ☐ Train principals and supervisors on the new leave-approval workflow.
- ☐ Subscribe to CT Paid Leave Authority updates for any final regulations. (ctpaidleave.org)
Disclaimer: The information contained herein is not intended to be construed as legal advice, nor should it be relied on as such. Employers should closely monitor the rules and regulations specific to their jurisdiction(s) and should seek advice from counsel relative to their rights and responsibilities. This summary covers P.A. 25-174 §§ 234-237. Always confirm details with the statute, official CT Paid Leave Authority guidance, or legal counsel before finalizing policy.