About Connecticut Paid Family and Medical Leave

What Is the Connecticut Program?

  • CT PFML Law passed in June 2019.
  • Benefits are available through a state-run program or employer plan
  • Benefits include:
    • Up to 12 weeks1 of Paid Leave for all covered employees.
    • Up to a maximum weekly benefit of 60 times the Connecticut minimum wage based on the following calculations:
      • Covered employees will receive 95% of their base weekly earnings2 if they earn less than or equal to 40 times the state minimum wage.
      • Covered employees earning more than 40 times the state minimum wage will receive 95% of 40 times the state minimum wage plus 60% on the portion of their base weekly earnings2 that is in excess of that amount up to the maximum weekly benefit.

How Can It Be Used?

Covered employees can use CT PFML benefits to:
 
  • Welcome and bond with a new child (through birth, adoption or foster placement).
  • Care for a seriously ill family member - or anyone related by blood or who is the equivalent of a family member.
  • Tend to their own non-work related serious health condition.
  • Donate an organ or bone marrow.
  • Care for and/or support the needs of a family member in the military.
  • Tend to personal needs as a victim of family violence.

How Is It Funded?

  • CT PFML state plan is funded through employee payroll deductions (Cannot exceed 0.5%).
  • Employers may not pay any portion of the employee’s cost under the state plan.
  • Employers can choose to pay all or part of the employees’ share under a private plan.

When Does It Begin?

  • Jan 1, 2021 – Covered employees begin paying into the state program.
  • Jan 1, 2022 – Covered employees can start receiving the benefits under the state and private plan programs.

Who Can Use It?

Covered employees are eligible for CT PFML benefits under the law, if they:
 
  • Have earned at least $2,325 or more during the highest earning quarter within the first four of the five most recently completed quarters, and who:
    • Are employed in CT by an employer, as defined under CT PFML law ; or
    • Have been employed by an employer in the previous 12 weeks; or
    • Are self-employed or a sole proprietor and a CT resident who has enrolled in the program.

What’s Next?

The Connecticut Paid Leave Authority has established private plan requirements and will approve plans on a rolling basis. The Hartford will provide updates throughout the process.
 
7890a NS 10/21
Form GBD-1855 PFML (2021) (CT)
 
1 Plus two additional weeks during pregnancy in the case of incapacity or certain treatment.
 
2 Base weekly earnings: A covered employee’s total wages, using the first four of the five most recently completed quarters, and choosing the sum of the two highest quarters divided by 26.
 
3 Public employers are state, municipal governments or local boards of education. Federal employees are excluded.
This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
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