CT Paid Leave
The CT Paid Leave benefit is employee funded and employee contributions began on January 1, 2021, at a rate of 0.5% up to $142,800.
Employees in the state who earn $2,325 in the base period are eligible for up 12* weeks of paid leave to care for a new child, care for one’s own or a family member’s serious health condition, to deal with an exigency arising out of a family member’s call to active duty in the armed services, to care for a military family member injured during active duty, or to donate an organ or bone marrow. Additionally, an employee experiencing family violence can apply for up to 12 days of benefits. *Those incapacitated due to pregnancy or childbirth may receive up to 2 additional weeks of paid leave benefits during pregnancy.
Eligible employees can receive up to 95% of their average weekly wage, based on prior quarters, to a maximum weekly benefit of $780 beginning January 1, 2022, with the maximum increasing to $840 on July 1, 2022, and $900 on June 1, 2023.
Connecticut Family and Medical Leave Act (CFMLA)
The job protected leave law in Connecticut has the following major changes effective January 1, 2022:
- Employers are covered under the law in 2022, if they have just 1 employee in Connecticut (in 2021 employers needed 75 employees in the state to be covered under the law)
- Previously (in 2021), employees needed to work for their employer for at least 12 months to be eligible for CFMLA. As of 2022, employees must work for their employer for just 3 months (12 weeks) prior to their leave to be eligible.
- Further, in 2021, employees needed to work at least 1,000 hours in the 12 months prior to the start of their leave. In 2022, there are no specific hours of service required.
- The amount of leave available under CFMLA was 16 weeks in a 24-month period. This changed in 2022, to 12 weeks in a 12-month period, with an additional 2 weeks of leave available for those incapacitated due to pregnancy. Military caregivers will still have 26 weeks in a 12-month period.
Employers will still be able to require employees to use accrued paid time off while on leave, however, they must allow employees to keep up to 2 weeks of accrued paid time off (starting in 2022).