Beginning on January 1, 2022, nearly all Connecticut employees will be entitled to receive up to 12 weeks of paid leave for family and medical reasons, and up to 14 weeks for a pregnancy-related serious health condition. The Connecticut Paid Family and Medical Leave Act (CT PFML) will be administered by the Connecticut Paid Family and Medical Leave Insurance Authority.
Who is covered?
All Connecticut employers with one or more employees are covered under this new law. Self-employed individuals can also opt to participate in the program.
Who is eligible?
Covered employees must have earned at least $2,325 in the highest-earning quarter of the first four of the five most recently completed quarters (the “base period”) and are currently employed in Connecticut with a covered employer or had been employed in Connecticut with a covered employer in the 12 weeks immediately prior to filing a claim for benefits. There is no minimum hours worked requirement.
An employee does not need to live in Connecticut to be eligible for benefits; however, only Connecticut residents can enroll in the program as a self-employed individual or sole proprietor.
What are the qualifying reasons to take a leave?
- To care for an employee’s own serious health condition;
- To serve as an organ or bone marrow donor;
- To bond with a child following birth, adoption, or foster care placement;
- To care for certain family members who were injured in the line of duty while on active military duty or to assist with obligations that arise when a family member is called into active military service; or
- To care for a seriously ill family member or loved one.
- A “family member” is defined as an employee’s child, parent, spouse, domestic partner, sibling, grandparent, grandchild, and anyone “whose close association the employee shows to be the equivalent of those family relationships.”
What are the benefits of CT PFML?
Contributions will continue to be funded as an employee payroll tax at 0.5% of the employee’s earnings up to the annual Social Security maximum ($147,000 in 2022). Most eligible employees will receive up to 95% of their average weekly wage. Employees can use the Benefits Estimator on the CT PFML website to calculate their approximate leave benefit.
What are the notice and poster requirements?
Employers should provide notice to all employees of the CT PFML, and display the CT PFML Poster in a conspicuous location within the workplace, as well as provide, to all remote workers. Additionally, employers must provide any new hires with information about CT PFML.
Employers Next Steps
- HR Knowledge is continuing to monitor the developments of CT PFML.
- You should continue notifying your new hires of the CT PFML available leave.
- You should continue withholding employee contributions through the applicable payroll tax.
- If you are a Full-Service or Virtual HR client and would like our assistance implementing or updating your leave policies, please email us.
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This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this content, please contact HR Knowledge at 508.339.1300 or email us.