Connecticut Paid Family and Medical Leave guide

What are state paid family and medical leave laws?

State paid family and medical leave laws provide for paid leave from work for eligible employees based on certain qualifying life events, such as the birth or adoption of a child, to care for oneself or a family member who is experiencing a serious medical condition, or to care for a family member injured while on active duty in the military, among others. Employees receive a weekly benefit which represents a portion of their regular compensation based upon a state created formula.

We've compiled a review of Connecticut's Paid Family Leave to ensure you're aware of key upcoming dates and the requirements to ensure your compliance.

Connecticut Paid Family Leave

*Starting on November 1, 2020, employers can begin registering for the Connecticut Paid Leave Program (CTPL).
*Effective January 1, 2021, employee contributions via payroll deduction commence.
*Starting January 1, 2022, employees whose applications for paid leave have been approved, may begin to receive their weekly benefit amounts.

PLEASE NOTE: All Connecticut employers subject to the CTPL program must register with the CTPL Authority by clicking here >>

  • Employee eligibility criteria:
    • Employees who need to take leave from employment as a result of certain qualifying life or medical events.
    • Employees must be currently employed by a CT employer, or recently employed by one in the previous 12 weeks.
    • Must have earned at least $2,325.00 in wages in highest quarter of the first 4 of the most recent 5 quarters.
  • Weekly Benefit Amount:
    • Weekly benefit amount is calculated on sliding scale up to 95% of an employee’s base weekly earnings depending on income. The maximum weekly benefit amount is 60x the Connecticut state minimum wage, which would be $720.00 ($12.00x60) as of January 1, 2021, increasing to $780.00 ($13.00 x60) as of August 1, 2021.
  • Employee and/or Employer Contributions to the program:
    • 100% employee contributions through payroll deduction of 0.5% of employee wages each paycheck, capped at Social Security’s maximum wage base, which is $137,700.00 for 2020 (and $142,800.00 for 2021).
  • Duration of Leave:
    • Up to 12 weeks* of paid leave during any 12- month period.
  • Qualifying events making employees/participants eligible for leave:
    • Birth or foster/adoption placement of a son or daughter with employee.
      • If an employee experiences a serious health condition during pregnancy or post-birth resulting in incapacity, she may be eligible for an additional two weeks of paid leave*.
    • To care for an employee’s own or a family member’s serious health condition.
    • To serve as an organ or bone marrow donor.
    • To seek services or to address situations of family violence.
      • An employee who is the victim of family violence is entitled to 12 days of paid leave under the CTPL program*.
    • To care for a military family member injured during active duty, or for reasons related to the family member’s call or order to active duty.
  • Other Relevant Information:
  • Notice Requirement: Effective July 1, 2022: Employers are required to notify all employees at the time of hiring, and annually thereafter of their entitlement to paid leave under the program, anti-retaliation protections in exercising leave, and their ability to pursue a complaint with the department of labor should an employer violate their obligations under the law.

Please visit Connecticut’s paid leave website for more information and additional resources.


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.

Megan Butz

By Megan Butz
General Counsel, HR Compliance, Checkwriters
Megan joined Checkwriters in 2020 and is responsible for reviewing, revising, and implementing internal policies of the company, advising on human resource, employment, and labor matters, and monitoring and publishing state and federal legal updates to the Checkwriters News and Compliance Center for distribution to thousands of clients around the country. Before joining Checkwriters, Megan served as a judicial law clerk for the justices of the Massachusetts Probate and Family Court performing legal research and writing, followed by private practice in Cape Cod.

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