Family and Medical Leave Laws in Connecticut

Like employers in every state, Connecticut employers must comply with the federal Family and Medical Leave Act (FMLA), which allows eligible employees to take unpaid leave, with the right to reinstatement, for certain family and medical reasons.

In addition, Connecticut's own family and medical leave laws provide broader rights to employees. Workers covered by both state and federal laws are entitled to whichever provisions are more generous.

Together, these laws ensure that most Connecticut employees can take time off for health, caregiving, and family responsibilities without fear of losing their jobs.

Federal Family and Medical Leave Act (FMLA) Rights

The federal FMLA gives eligible employees the right to take up to 12 weeks of unpaid leave in a 12-month period for certain qualifying reasons. The FMLA also provides up to 26 weeks of leave to care for a family member injured in active military service.

Who Is Covered Under the FMLA?

Federal FMLA rules apply to Connecticut employers that have 50 or more employees for at least 20 weeks in the current or prior year. Employees are eligible for FMLA leave if they:

• have worked for their employer for at least 12 months
• worked at least 1,250 hours in the prior 12 months, and
• work at a location with at least 50 employees within 75 miles.

Qualifying Reasons for FMLA Leave

An employee may take FMLA leave for any of the following reasons:

• to bond with a newborn, newly adopted child, or newly placed foster child
• to recover from their own serious health condition
• to care for a spouse, child, or parent with a serious health condition
• to address qualifying exigencies arising out of a family member's military deployment; and
• to care for a family member who was seriously injured while on active military duty.

Job Protection and Benefits During Leave

While on FMLA leave, employees are entitled to continue their group health insurance coverage on the same terms as if they were still working. Employers can't terminate employees for taking approved leave, and upon return, workers must be reinstated to the same or an equivalent position unless an exception applies.

FMLA leave itself is unpaid, but employees may choose (or employers may require them) to use accrued paid leave—such as vacation or sick time—during FMLA leave.

Family and Medical Leave Laws in Connecticut

Connecticut's Family and Medical Leave Act (CTFMLA) expands on the federal FMLA by covering more workers and providing longer leave. Major changes to the CTFMLA took effect in January 2022, making it one of the most protective state leave laws in the country.

Who Is Covered Under Connecticut's Law?

Unlike the federal FMLA, Connecticut's CTFMLA applies to nearly all employers with at least one employee, and it covers almost all employees who have earned at least $2,325 in wages during the previous four quarters.

There is no longer a minimum number of months or hours worked required for eligibility.

How Much Leave Is Available?

Eligible employees in Connecticut can take up to 12 weeks of job-protected leave in a 12-month period for qualifying reasons. Employees who experience a serious health condition resulting in incapacity during pregnancy may take an additional two weeks, for a total of 14 weeks.

Qualifying Reasons for Leave Under CTFMLA

Connecticut's law allows leave for many of the same reasons as the federal FMLA, including:

• the employee's own serious health condition
• the birth, adoption, or foster placement of a child
• to care for a family member with a serious health condition
• to serve as an organ or bone marrow donor, and
• for qualifying exigencies related to a family member's active duty service.

Expanded Definition of Family Members

Connecticut law recognizes a broader definition of family member than the federal FMLA. Under the CTFMLA, employees can take leave to care for spouses, children, parents, siblings, grandparents, grandchildren, parents-in-law, or any individual related by blood or whose close association is the equivalent of a family relationship.

Paid Family and Medical Leave in Connecticut

Connecticut's Paid Leave (CTPL) program provides income replacement during approved leave. Funded by a payroll deduction (0.5% of wages), the program allows employees to receive a percentage of their average weekly earnings, up to a maximum weekly benefit that is adjusted annually.

Eligible workers apply for wage replacement benefits through the Connecticut Paid Leave Authority, not their employer. While the leave is job-protected under the CTFMLA, wage replacement benefits help employees maintain financial stability during time off.

Job Protection and Benefits

Employers must continue to provide group health insurance coverage during leave under the same terms as active employment. When the leave ends, employees must be reinstated to their previous or an equivalent position, unless the employer can prove the position would have been eliminated regardless of the leave.

Connecticut Pregnancy Disability and Accommodation Rights

Separate from family and medical leave laws, Connecticut also provides protections for employees affected by pregnancy, childbirth, or related conditions.

Employers with three or more employees must provide a reasonable leave of absence for disability related to pregnancy and must make reasonable accommodations for pregnant employees, even if they aren't disabled.

Examples of accommodations include modified duties, seating, additional breaks, or time off for prenatal appointments. An employer may only deny an accommodation if it would cause undue hardship.

Connecticut Paid Sick Leave

Connecticut was the first state in the nation to mandate paid sick leave. Under this law, service workers in designated industries (such as retail, hospitality, and health care) are entitled to accrue one hour of paid sick leave for every 40 hours worked, up to 40 hours per year.

Employees can use this leave for their own medical needs, to care for a sick spouse or child, or to address issues related to domestic violence or sexual assault. Employers with 50 or more employees must comply with this requirement.

Connecticut Military Family Leave

Connecticut employers must provide job-protected leave to employees who are the spouse, parent, child, or next of kin of a service member who suffers a serious injury or illness during active duty.

Eligible employees may take up to 26 weeks of leave in a single 12-month period, consistent with federal military caregiver provisions. This entitlement applies per service member, per injury or illness.

Federal or State Law: Which Applies?

Because Connecticut's law offers greater protections in many areas, employees covered by both federal and state law will generally be entitled to the more generous provisions.

In most cases, federal and state leaves run concurrently when both apply.

Getting More Information

Employees and employers can learn more about Connecticut's family and medical leave programs by visiting the Connecticut Department of Labor and the Connecticut Paid Leave Authority websites. These agencies provide guidance on eligibility, applying for paid benefits, and understanding employer obligations.

For personalized advice, employees may also consider consulting an employment law attorney.

Frequently Asked Questions About Family and Medical Leave in Connecticut

How do I apply for paid family leave benefits?

You apply through the Connecticut Paid Leave Authority, not your employer. Applications can be submitted online with supporting documentation.

Can I take paid leave to care for a grandparent or sibling?

Yes. Connecticut's definition of family includes grandparents, grandchildren, siblings, and others with close family-like relationships.

Do I need to use vacation time before taking paid leave?

Employers may require you to use accrued paid time off before taking unpaid leave, but this depends on your company's policy.

What happens if my employer denies my leave request?

You can file a complaint with the Connecticut Department of Labor or consult an employment lawyer to explore your rights.

Can both parents take leave after a baby is born?

Yes. Both parents may qualify for leave to bond with a newborn under state and federal law if they meet eligibility requirements.

Will I lose my job if I take CTFMLA or FMLA leave?

No. Both laws protect your job, ensuring you can return to the same or an equivalent position after your leave.

Can I receive benefits if I work part-time?

Yes. Many part-time workers qualify for paid leave benefits under Connecticut's law, as long as they meet wage and earnings thresholds.

How much money will I receive under Connecticut Paid Leave?

The benefit amount depends on your average weekly earnings and the maximum benefit limit, which is updated annually by the Connecticut Paid Leave Authority.