Understanding Connecticut's Employee Leave Laws

Connecticut has put in place a strong set of employee leave laws to support workers and their families during crucial times. These laws are designed to protect jobs and, in some cases, offer income support for eligible employees who need time off for reasons like caring for a loved one or dealing with their own health issues.

For employers and employees alike, knowing the key employee leave laws in Connecticut is vital for compliance and fostering a supportive workplace.

In this guide, we’ll break down the most important employee leave laws in Connecticut, including the Connecticut Family and Medical Leave Act (CTFMLA), the Connecticut Paid Leave Act (CTPL), and the newly expanded paid sick leave law. We’ll cover who is eligible, the reasons for taking leave, the benefits each law provides, and what these laws mean for both employers and employees.

Overview of Key Employee Leave Laws in Connecticut

The Connecticut Family and Medical Leave Act (CTFMLA) offers eligible employees up to 12 weeks of unpaid, job-protected leave each year for reasons such as the birth or adoption of a child, caring for a seriously ill family member, or attending to their own serious health condition. This law applies to employers with 75 or more employees. To qualify, employees must have worked for their employer for at least 12 months and clocked in 1,000 hours in the past year.

The Connecticut Paid Leave Act (CTPL) complements the CTFMLA by providing income support for employees who take leave for qualifying reasons. Funded through employee payroll deductions, the CTPL offers up to 12 weeks of paid leave, with benefits based on the employee's average weekly wage. Eligible employees can receive up to 95% of their weekly earnings, capped at 60 times the state minimum wage.

In May 2024, Connecticut expanded its paid sick leave law significantly. By January 1, 2027, almost all private-sector employers will need to provide paid sick leave. The law will roll out over three years, starting with employers with 25 or more employees in 2025, 11 or more in 2026, and finally, any employer with at least one employee by 2027. Covered employees will earn one hour of paid sick leave for every 30 hours worked, which they can use for their own or a family member's illness, preventive care, or to handle issues related to domestic violence or sexual assault.

What Are the Key Provisions of the Connecticut Family and Medical Leave Act (CTFMLA)?

The CTFMLA is a cornerstone of Connecticut's employee leave laws, ensuring that eligible workers can take time off to care for themselves or their loved ones without fear of losing their jobs. This law recognizes that employees may face situations where they need extended leave, and it aims to provide job security during these challenging times.

Under the CTFMLA, employees can take leave for a variety of reasons, including:

• Welcoming a new child through birth, adoption, or foster care placement

• Caring for a spouse, child, or parent with a serious health condition

• Addressing their own serious health condition that prevents them from working

• Serving as an organ or bone marrow donor

• Handling qualifying exigencies related to a family member's active military duty

Eligible employees can take up to 12 weeks of job-protected leave within a 12-month period. During this time, their job is safeguarded, and they must be reinstated to the same or an equivalent position upon their return. To request CTFMLA leave, employees should notify their employer as soon as possible and follow their company's specific procedures for requesting leave.

It's important to note that while the CTFMLA provides job protection, it does not guarantee paid leave. However, employees may be eligible for income replacement through the Connecticut Paid Leave Act (CTPL) if they meet the requirements for both laws. Employers must also maintain employees' health insurance benefits during CTFMLA leave, just as if the employees were actively working.

How Does the Connecticut Paid Leave Act (CTPL) Work?

The CTPL is a game-changer for Connecticut's employee leave laws, offering a financial safety net for workers who need to take time off for qualifying reasons. While the CTFMLA provides job protection, the CTPL ensures that eligible employees can maintain a portion of their income during their leave.

It's crucial to understand the differences between the CTFMLA and the CTPL. The CTFMLA is an unpaid leave law that applies to employers with 75 or more employees, while the CTPL provides paid leave benefits and covers a broader range of employers. Employees can receive CTPL benefits for many of the same reasons covered under the CTFMLA, such as bonding with a new child, caring for a seriously ill family member, or dealing with their own serious health condition.

To apply for CTPL benefits, employees must submit an application to the Connecticut Paid Leave Authority. This process is separate from requesting leave under the CTFMLA, which involves notifying the employer directly. Employees can apply for CTPL benefits online, and they'll need to provide information about their employment, the reason for their leave, and the expected duration.

Once approved, employees can receive up to 12 weeks of CTPL benefits within a 12-month period. The weekly benefit amount is based on the employee's average weekly wage, with a maximum benefit of 60 times the state minimum wage. Employees can choose to receive benefits on a weekly or biweekly basis, and the funds are deposited directly into their designated bank account.

It's important to note that while the CTPL provides income replacement, it does not offer job protection on its own. However, employees who are eligible for both the CTFMLA and the CTPL can take advantage of the job protection provided by the CTFMLA while receiving CTPL benefits. This combination of laws offers a comprehensive support system for employees who need to take extended leave.

What Are the Eligibility Requirements for Connecticut's Leave Laws?

To take advantage of the protections and benefits offered by Connecticut's employee leave laws, it's essential to understand the eligibility requirements for each law. While the CTFMLA and the CTPL share some common ground, there are distinct differences in their eligibility criteria that employees and employers should be aware of.

Under the CTFMLA, eligible employees must have worked for their employer for at least 12 months and have completed at least 1,000 hours of service during the 12-month period immediately preceding the start of their leave. This means that part-time employees may qualify for CTFMLA leave if they meet the 1,000-hour threshold. However, the CTFMLA only applies to employers with 75 or more employees, so workers at smaller companies may not be covered.

On the other hand, the CTPL has slightly different eligibility requirements. To qualify for CTPL benefits, employees must have earned at least $2,325 in the highest-earning quarter of the first four of the five most recently completed quarters. This earnings requirement ensures that employees have contributed to the CTPL fund through payroll deductions. Additionally, the CTPL covers a broader range of employers, including those with one or more employees.

It's crucial to note that an employee may be eligible for one law but not the other. For example, an employee who has only worked for their employer for six months may not qualify for CTFMLA leave but could still be eligible for CTPL benefits if they meet the earnings requirement. Similarly, an employee at a company with 50 employees would not be covered by the CTFMLA but could receive CTPL benefits.

Employers should be diligent in tracking employee eligibility for both laws to ensure compliance and to provide accurate information to their workforce. Employees, in turn, should familiarize themselves with the eligibility criteria and work with their employers to understand their rights and responsibilities when requesting leave.

In addition to the CTFMLA and the CTPL, Connecticut's newly expanded paid sick leave law also has its own set of eligibility requirements. As of January 1, 2027, almost all private-sector employees in Connecticut will be eligible for paid sick leave, regardless of the size of their employer. This includes part-time and temporary workers, who were previously excluded from coverage. However, the law does have a waiting period for new employees, who can start using their accrued paid sick leave on the 120th calendar day of their employment.

Understanding the eligibility requirements for Connecticut's employee leave laws is the first step in ensuring that employees can access the support they need during challenging times. By staying informed and working together, employers and employees can navigate these laws effectively and create a more supportive and balanced workplace.

What Benefits Are Available Under Connecticut's Leave Laws?

Connecticut's employee leave laws offer a robust set of benefits to support workers during times of need. The CTFMLA and the CTPL work together to provide both job protection and income replacement, ensuring that employees can take the time they need without sacrificing their financial stability or risking their employment.

Under the CTFMLA, eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave within a 12-month period. This means that when an employee returns from CTFMLA leave, they must be restored to their original job or an equivalent position with the same pay, benefits, and working conditions. This reinstatement right is a critical aspect of the CTFMLA, as it gives employees peace of mind knowing that their job will be waiting for them when they come back.

In addition to job protection, the CTPL offers valuable income replacement benefits. Eligible employees can receive a portion of their average weekly wage for up to 12 weeks while on leave. The CTPL benefit is calculated based on the employee's earnings, with a maximum weekly benefit of 60 times the state minimum wage. This means that employees can receive up to 95% of their regular pay, depending on their income level. By providing financial support, the CTPL helps alleviate the economic stress that often accompanies extended periods of leave.

It's important to note that CTFMLA and CTPL benefits can be used concurrently, allowing employees to enjoy both job protection and income replacement during their leave. However, the interaction between these laws and other leave policies, such as employer-provided paid time off (PTO), can be complex. In general, employers can require employees to use accrued PTO concurrently with CTFMLA leave, but they cannot compel employees to use PTO during CTPL leave.

When an employee uses PTO during CTFMLA leave, the time off counts against both their CTFMLA entitlement and their PTO balance. This means that an employee who has accrued two weeks of PTO and takes 12 weeks of CTFMLA leave would use up their two weeks of PTO and have 10 weeks of unpaid, job-protected leave remaining.

On the other hand, when an employee receives CTPL benefits, they are not required to use their accrued PTO. However, some employers may allow employees to supplement their CTPL benefits with PTO to receive their full regular pay during leave. In such cases, the use of PTO would not count against the employee's CTPL entitlement.

Navigating the interaction between Connecticut's employee leave laws and employer-provided leave policies can be challenging. Employers should work closely with their legal counsel and human resources professionals to develop clear, compliant leave policies that integrate CTFMLA, CTPL, and company-specific benefits. Employees, in turn, should communicate openly with their employers to understand their rights and options when taking leave.

By offering a combination of job protection and income replacement, Connecticut's employee leave laws provide a vital safety net for workers facing personal or family challenges. These benefits help create a more supportive and equitable workplace, allowing employees to prioritize their well-being and their loved ones without fear of losing their job or facing financial ruin.

What Are the Employee Rights and Employer Obligations Under Connecticut's Leave Laws?

Connecticut's employee leave laws provide a strong foundation for workers to balance their professional and personal lives. These laws establish clear rights for employees and obligations for employers, ensuring that leave is accessible, fair, and free from discrimination or retaliation.

One of the most critical employee rights under Connecticut's leave laws is protection from retaliation. Employers cannot take adverse action against employees for requesting or taking leave under the CTFMLA, CTPL, or paid sick leave law. This means that employers cannot fire, demote, or otherwise penalize employees for exercising their right to leave. Employees who believe they have been retaliated against can file a complaint with the Connecticut Department of Labor or pursue legal action.

In addition to protection from retaliation, employees have the right to privacy regarding their leave. Employers must keep medical information related to an employee's leave request confidential and separate from their personnel file. This privacy protection extends to the reasons for an employee's leave, ensuring that sensitive personal matters remain private.

On the employer side, Connecticut's leave laws establish several key obligations. One of the most important is the requirement to provide notices to employees about their leave rights. Employers must display posters outlining the provisions of the CTFMLA, CTPL, and paid sick leave law in a conspicuous place where employees can easily see them. Additionally, employers must provide written notice to employees about their specific leave rights and obligations, either in an employee handbook or a separate document.

Employers are also responsible for maintaining accurate records related to employee leave. This includes keeping track of the hours worked and leave taken by eligible employees, as well as any notices or documents related to leave requests. These records must be retained for at least three years and made available for inspection by the Connecticut Department of Labor upon request.

When an employee returns from CTFMLA leave, employers have an obligation to reinstate them to their original job or an equivalent position. This reinstatement must include the same pay, benefits, and working conditions as the employee had before taking leave. Employers cannot use an employee's leave as a negative factor in employment decisions, such as promotions or disciplinary actions.

Failure to comply with Connecticut's leave laws can result in serious consequences for employers. The Connecticut Department of Labor can investigate complaints and take enforcement action against employers who violate these laws. This can include ordering the employer to pay back wages, restore employee benefits, or reinstate an employee who was wrongfully terminated. In some cases, employers may also face civil penalties or lawsuits from affected employees.

To avoid these consequences and create a supportive workplace, employers should prioritize compliance with Connecticut's leave laws. This involves developing clear, legally compliant leave policies, training managers and supervisors on their responsibilities, and communicating openly with employees about their rights and obligations. By fostering a culture of compliance and support, employers can not only meet their legal duties but also build trust and loyalty among their workforce.

Employees, in turn, should educate themselves about their rights under Connecticut's leave laws and feel empowered to request leave when needed. By working together and prioritizing open communication, employers and employees can navigate the complexities of leave laws and create a healthier, more balanced workplace for all.

How Do Connecticut's Paid Sick Leave Requirements Differ from CTFMLA and CTPL?

Connecticut's paid sick leave law is another crucial component of the state's employee leave framework, providing short-term leave for health-related needs. While the CTFMLA and CTPL cover extended leaves, the paid sick leave law ensures that employees can take time off for shorter illnesses, preventive care, or family matters without losing pay.

In May 2024, Connecticut significantly expanded its paid sick leave law, setting the stage for nearly all private-sector employees to have access to this benefit by 2027. The law will roll out gradually, starting with employers of 25 or more employees in 2025, then extending to those with 11 or more employees in 2026, and finally, to all employers with at least one employee in 2027. This phased approach gives businesses time to adjust while ensuring that more workers are protected each year.

The eligibility requirements for Connecticut's paid sick leave law differ from those of the CTFMLA and CTPL. While the CTFMLA applies to employers with 75 or more employees and the CTPL covers most private-sector employers, the paid sick leave law's applicability depends on the employer's size and the year, as outlined in the phased rollout. Additionally, the paid sick leave law covers a broader range of employees, including part-time and temporary workers who may not qualify for CTFMLA or CTPL.

Another key difference is the accrual rate for paid sick leave. Under the new law, employees will earn one hour of paid sick leave for every 30 hours worked, which is more generous than the current rate of one hour for every 40 hours worked. This means that employees will accumulate paid sick leave more quickly, providing a more robust safety net for short-term health needs. In contrast, the CTFMLA provides up to 12 weeks of unpaid leave, while the CTPL offers up to 12 weeks of paid leave funded through employee payroll deductions.

The qualifying reasons for taking paid sick leave also vary from those under the CTFMLA and CTPL. While all three laws allow employees to take leave for their own or a family member's illness, the paid sick leave law covers a wider range of family members, including siblings and anyone related by blood or affinity whose close association with the employee is equivalent to a family relationship. The paid sick leave law also allows employees to use their accrued time for preventive care, such as annual check-ups or dental cleanings, which may not qualify under the CTFMLA or CTPL.

Furthermore, the paid sick leave law includes specific provisions for victims of family violence or sexual assault, allowing them to use accrued leave to seek medical care, obtain services from a victim services organization, or participate in legal proceedings related to the violence or assault. This provision recognizes the unique challenges faced by survivors and ensures they have the support they need without jeopardizing their economic security.

It's important to note that paid sick leave, CTFMLA, and CTPL are separate entitlements, and employees may be eligible for more than one type of leave at a time. For example, an employee who has exhausted their paid sick leave may still be eligible for CTFMLA leave if they have a serious health condition that requires a longer absence. Similarly, an employee who has used all their CTFMLA leave may be able to take paid sick leave for a shorter illness or to care for a family member.

Employers should be aware of the differences between these leave laws and develop policies that comply with each set of requirements. This may involve tracking employee eligibility, accrual, and usage separately for paid sick leave, CTFMLA, and CTPL. Employers should also communicate clearly with employees about their rights under each law and how the different types of leave interact.

As Connecticut's paid sick leave law expands to cover more workers, it will provide a vital lifeline for employees facing short-term health challenges. By understanding the distinctions between paid sick leave, CTFMLA, and CTPL, employers and employees can navigate these laws effectively and create a more supportive and equitable workplace.

Jury Duty Leave Law in CT

In addition to the CTFMLA, CTPL, and paid sick leave, Connecticut also has a law that protects employees who are called to serve on a jury. The Connecticut Jury Duty Leave Law ensures that employees can fulfill their civic duty without fear of losing their job or facing other adverse consequences at work.

Under this law, employers are prohibited from threatening, coercing, or firing an employee who receives and responds to a jury summons. This protection applies to all employees, regardless of the size of their employer or their length of service. Employers must allow employees to take the necessary time off to attend jury selection and serve on a jury, without requiring them to use vacation days, personal days, or sick leave.

While employers are not required to pay employees for time spent on jury duty, many choose to do so as a matter of policy. Some employers may offer full pay for a certain number of days, while others may provide a reduced rate or no pay at all. Employees should check with their employer to understand their specific policy regarding compensation during jury duty.

It's important to note that employees must provide their employer with reasonable notice of their jury summons and the expected duration of their service. Employers may request proof of jury service, such as a copy of the summons or a certificate of attendance, to verify the employee's absence.

Upon returning from jury duty, employees must be reinstated to their original position or an equivalent one with the same seniority, benefits, and pay. Employers cannot use an employee's jury service as a basis for any adverse employment action, such as demotion, disciplinary measures, or termination.

Final Thoughts

As you navigate the complexities of Connecticut's employee leave laws, remember that you don't have to go it alone. We're here to help you understand your rights and obligations, and to provide the support you need to create a fair and compliant workplace. Book a demo with us today to learn how we can help you streamline your leave management processes and stay ahead of the ever-changing legal landscape.