The Connecticut Department of Labor (DOL) has published a model notice of employee rights under the Connecticut Family and Medical Leave Act (CT FMLA) and the Connecticut Paid Leave Act (CTPL). Employers may use the model notice to satisfy the notice requirement which takes effect on July 1, 2022.
The CT FMLA applies to employers with at least one employee and provides up to 12 weeks of unpaid, job-protected leave during a 12-month period for specified family and medical reasons. It also allows employees an additional two weeks (up to 14 weeks) of leave for incapacity during pregnancy and 26 weeks in one 12-month period to care for a covered service member.
Employees are eligible for CT FMLA after three months of employment.
CTPL created an income replacement program for employees unable to work due to CT FMLA reasons and domestic violence-related reasons. Benefits for FMLA reasons are available for up to 12 weeks annually, and for incapacity or medical treatment during pregnancy, benefits are available for an additional two weeks (up to 14 weeks). Income replacement for domestic violence related reasons is available for up to 12 days.
Employees are eligible for CTPL benefits if they meet the minimum earnings requirements (at least $2,325 in the highest quarter of the first four of the five most recently completed quarters) and are currently employed or were employed within the 12 weeks immediately preceding leave.
Benefits became payable as of January 1, 2022.
Next Steps for Employers
Employers should download the state’s model notice and ensure that it is provided to all employees at hire. Employers must also provide the notice to all existing employees by July 1 and annually thereafter. It is also recommended that employers update any new hire or onboarding checklists to include this notice.