Connecticut Paid Leave

Quick Facts

• Benefit rate: Up to 95% of the worker’s average weekly wage, capped at 60 times the Connecticut minimum wage (maximum $900 per week in 2025 when minimum wage is $15/hour).
• Duration: Up to 12 weeks of paid leave benefits within a 12-month period, with an additional two weeks for pregnancy-related incapacity.
• Funding: Employee payroll deductions of 0.5% of wages, up to the Social Security wage base. Employers do not contribute.
• Administration: The Connecticut Paid Leave Authority processes applications, while job protection comes from the Connecticut Family and Medical Leave Act (CT FMLA) for eligible workers.

Program Overview

Connecticut Paid Leave (CTPL) provides wage replacement when employees need time off for qualifying medical or family reasons. Launched in 2021, the program covers nearly all Connecticut workers, including part-time employees and household workers. The benefits work hand-in-hand with the expanded CT FMLA, which applies to employers with at least one employee and offers job protection for workers employed at least three months.

Workers apply directly to the CT Paid Leave Authority rather than through their employer. Once approved, benefits are paid via direct deposit or debit card, and claimants must submit updates if their situation changes. Employers must still approve job-protected leave under CT FMLA, so coordination between the employee, employer, and Authority is essential.

Covered Reasons

• Personal serious health condition that prevents you from working.
• Bonding with a new child in the first year after birth, adoption, or foster placement.
• Care for a family member with a serious health condition. Family includes spouse, sibling, son or daughter, parent, grandparent, grandchild, in-law, and any individual related by blood or affinity whose relationship is equivalent to a family member.
• Military exigency leave for certain qualifying activities related to the active duty or call to active duty of a family member.
• Family violence leave to seek medical care, obtain services from a victim services organization, relocate, or participate in legal proceedings.

Eligibility Requirements

1. Earnings test: Earned wages of at least $2,325 during the highest-earning quarter of the first four of the last five completed quarters.
2. Employment connection: Currently employed in Connecticut, employed within the last 12 weeks, or currently seeking employment. Self-employed individuals and sole proprietors can opt in by making contributions for at least three years.
3. Qualifying event: Must be supported by documentation (medical certification, birth/adoption paperwork, or military documents).
4. Timely application: Submit notice to employer and the Authority at least 30 days in advance for foreseeable leave. For emergencies, notify as soon as practicable.

Benefit Calculation

• Average weekly wage (AWW): Calculated using the two highest quarters in the base period.
• Benefit amount: 95% of your AWW up to 40 times the minimum wage, plus 60% of the amount above that threshold, capped at 60 times the minimum wage ($900/week in 2025).
• Payment schedule: Benefits are paid weekly via direct deposit or stored-value card. Claims are typically processed within 10 business days after all documents are received.
• Waiting period: There is no waiting week; benefits begin once approved.

Application Process

1. Inform your employer. Provide written notice with anticipated dates and reason. Employers cannot prevent you from applying, but they must certify job-protected leave under CT FMLA if you qualify.
2. Create an account at ctpaidleave.org. Complete the online application or call 877-499-8606 for assistance.
3. Gather supporting documents. This includes identity verification, proof of relationship for bonding claims, and medical certification for health-related leave.
4. Submit application. Include employer information, schedule of leave, and documentation. The Authority may contact you or your employer for additional information.
5. Receive determination. You will be notified of approval or denial. Approved claimants must provide payment preferences and certify ongoing eligibility if leave extends beyond initial approval.
6. Coordinate with employer. Provide the employer with the claim ID so they can confirm leave dates when contacted.

Required Documentation

• Medical certification: Completed by a healthcare provider; must include diagnosis, treatment plan, incapacity dates, and need for care.
• Proof of family relationship: Birth certificates, marriage certificates, domestic partnership agreements, or sworn affidavits.
• Family violence documentation: Police report, court order, statement from a victim services provider, or self-certification.
• Military documentation: Orders, letters from commanding officer, or official communication verifying qualifying exigency.

Job Protection

CTPL benefits do not automatically guarantee job protection, but most employees qualify for CT FMLA, which covers employers with one or more employees and requires only three months of employment. CT FMLA allows up to 12 weeks of job-protected leave with continuation of health insurance. Employers may require employees to use accrued paid time off, but they must follow written policies and apply them uniformly.

Coordinating with Other Benefits

• Short-term disability: If you have private disability insurance, coordinate benefits to avoid overpayments. Some policies offset CTPL payments.
• Employer leave policies: You can supplement CTPL benefits with employer-provided paid leave up to 100% of wages. Discuss scheduling with HR.
• Unemployment insurance: Not available while receiving CTPL because you are not able and available to work.
• Workers’ compensation: CTPL cannot be paid simultaneously for the same injury covered by workers’ compensation temporary disability benefits.

Strategies for Success

1. Apply early. The Authority prefers applications 30 days in advance. Early submission allows time to correct documentation issues.
2. Maintain communication. Keep both the Authority and your employer informed of schedule changes. Update your claim if medical appointments change frequency.
3. Track earnings. Verify contributions on paystubs. Errors can affect eligibility; request corrections promptly.
4. Plan finances. Estimate the gap between CTPL benefits and regular wages. Adjust budgets or use savings to cover the difference.
5. Leverage intermittent leave. For chronic conditions, ask your provider to certify intermittent leave so you can claim only the days you miss work.

Avoiding Common Mistakes

• Incomplete forms: Ensure medical providers complete all sections, including signatures and contact details. The Authority rejects incomplete certifications.
• Missing deadlines: Late applications may be denied or delayed. If you miss the deadline due to serious health issues, provide a written explanation.
• Failing to update schedule: If you return to work early or extend leave, notify the Authority immediately to avoid overpayments.
• Not coordinating with employer: Failure to provide notice may lead to discipline under employer policies, though benefits are still payable.

Appeals Process

If your claim is denied, you can request an appeal within 10 days of the decision. Appeals are reviewed by an Appeals Referee, and hearings are conducted via phone or video. You may present evidence, witness statements, and documentation. Further appeals go to the Board of Directors and the Connecticut Superior Court.

Example Scenarios

• Parent bonding leave: Aisha welcomed a baby in March. She notified her employer and applied online with the birth certificate. CTPL approved 12 weeks of benefits, paying $850 weekly based on her AWW.
• Caregiver for grandparent: Tom’s grandfather required assistance during recovery from surgery. The surgeon certified Tom’s intermittent leave for two days per week over eight weeks. Tom reported his schedule and received benefits only for days missed.
• Family violence leave: Maria obtained a restraining order against an abusive partner. She applied for CTPL to relocate and attend court hearings, providing documentation from a victim services counselor. Benefits were approved for four weeks.

Resources

• Connecticut Paid Leave Authority
• Employee toolkit
• CT FMLA guidance
• Call center: 877-499-8606
• Email support

Advanced Tips

• Self-employed enrollment: Apply during the annual open enrollment. Contributions begin January 1 following approval, and you must remain enrolled for three years.
• Health insurance premiums: Arrange to pay your share while on leave. Employers must continue coverage under CT FMLA.
• Recordkeeping: Save copies of claim confirmations, benefit statements, and correspondence. This documentation assists with taxes and future claims.
• Tax planning: CTPL benefits are subject to federal income tax. Request voluntary withholding or set aside funds for April.