Connecticut is taking significant steps to support victims of family violence by expanding its Family Violence Leave Act. Effective October 1, 2024, the law will include sexual assault within the definition of family violence. This means employees who are victims of sexual assault will now be eligible for up to 12 days of unpaid leave per calendar year for reasons such as seeking medical care, counseling, or relocating.
Employers with three or more employees must provide unpaid family violence and sexual assault leave to their Connecticut employees. However, employees may be eligible for wage replacement benefits through Connecticut’s Paid Leave program (CTPL).
The expansion also amended the CTPL statute to allow employees to simultaneously receive benefits from the CTPL program and the victim compensation program administered by the Office of Victim Services. However, total compensation during the leave period cannot exceed the employee’s regular pay rate.
Next Steps
Employers should review and revise their employee handbook and leave policies to reflect the expanded definition of family violence and the new leave entitlements.
Employers should establish clear procedures for handling leave requests, including requirements for documentation, verification, and communication.
Supervisors, managers, and human resources should be educated about the law’s changes, including the definition of family violence, employee rights, and the leave process.
