Connecticut Paid Family and Medical Leave

Beneficios grupales


Employee contributions to Connecticut Paid Family and Medical Leave program (CT PFML) under the state plan began Jan. 1, 2021 with benefits starting Jan. 1, 2022 for all covered CT employees.
Beneficios grupales
Almost all CT employees will be covered under the law. The law allows employers to provide benefits through a private plan as an alternative to the state program.

Key Dates

  • January 1, 2022: Eligible employees began receiving paid leave benefits.
  • January 1, 2022: The Hartford began accepting claims from private plan customers and providing coverage for qualifying leaves. Covered employees were eligible to receive benefits to bond with a new child, recuperate from a serious medical condition (including organ or bone marrow donation), address needs associated with family violence, address the military exigency needs of a family member and to care for a seriously ill family member (including one who became ill or injured while serving in the armed forces).
  • June 1, 2023: Minimum wage increases to $15/hour, and as a result the max benefit amount will increase to $900/week.
  • January 1, 2024: Minimum wage increases to $15.69/hour, and as a result the max benefit amount will increase to $941.40/week.
Annual Employer Approval Schedule for Private Plan Exemptions:
  • 1/1 Approval Effective Date - Must be approved by 11/30
  • 4/1 Approval Effective Date - Must be approved by 2/28
  • 7/1 Approval Effective Date - Must be approved by 5/31
  • 10/1 Approval Effective Date - Must be approved by 8/31
Private plans are in force for three years from the date of approval unless a material change is made to the plan. For more information about CT private plan exemption approvals, visit the “I Want to Apply for a Private Plan” page on the Connecticut Paid Leave Authority’s website.

Tools and Resources

The Hartford has prepared guides to help employers with employees in CT.
Line on Leave Podcast Episode: MA & CT PFML Program Update (2020)
Line on Leave Podcast Episode: CT & OR PFML Programs (2019)
The state of Connecticut offers resources to help employers.

Preguntas Frecuentes

Covered employees will receive paid leave to:
  •  Bond with a new child (through birth, adoption, or foster placement).
  • Care for a family member with a serious health condition – or anyone related by blood or the “equivalent of a family member.”
  • Attend to an employee’s own serious health condition - not related to their job.
  • Serve as an organ or bone marrow donor.
  • Care for a family member who became ill or was injured on active duty in the military.
  • Address a qualifying exigency associated with active duty in the military, or a call to active duty, of the employee’s parent, spouse or child.
  • Address specified needs associated with family violence.
Up to 12 weeks combined Family or Medical Leave.*
For leaves beginning on or after June 1, 2023, the maximum weekly benefit amount is $900. For leaves beginning on or after January 1, 2024, the maximum weekly benefit amount is $941.40:
  • Up to a maximum weekly benefit of 60 times the Connecticut minimum wage based on the following calculations:
    • Eligible employees will receive 95% of their base weekly earnings** if they earn less than or equal to 40 times the state minimum wage.
    • Eligible 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 earnings** that is in excess of that amount up to the maximum weekly benefit. 
* Plus two additional weeks during pregnancy in the case of incapacity or certain treatment
** 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 
If participating in the state plan, employees contribute 0.5 percent of their earnings, not to exceed the Social Security contribution and benefit base. In the State program, employers are prohibited from making financial contributions on behalf of employees.
If participating in a private plan underwritten by The Hartford, rates may vary and employers can choose to pay for a portion, or all, of the premium.
A “covered employee” is someone who has earned $2,325 or more during the highest earning quarter within the first four of the five most recently completed quarters, and who:
  • is employed in CT by an Employer, as defined under CT PFML law; or
  • has been employed by an employer in the previous 12 weeks; or
  • is self-employed or a sole proprietor and a CT resident who has enrolled in the program.
The law requires all private employers and some public employers as defined under CT PFML Law – to provide access to Paid Family and Medical Leave, either through the state program or an approved private plan.
Yes. The Authority has established private plan requirements and will approve plans on a rolling basis. Private plan exemptions must be approved by the Authority 30 days in advance of the first day of a calendar quarter. If not, the exemption will become effective the first day of the following calendar quarter.
  • For example, if an employer wishes to have a private plan effective date of April 1st, the private plan approval must be received from the Authority by March 1st. Please refer to the Authority’s Revised Private Plan Policy & Procedures Reference Guide for requirements and obligations related to offering a private plan.
Private plans must have the same, or better, benefits and not cost employees more than the state program. Employees covered by an employer’s private plan do not have to contribute to the state CT PFML program.
The Hartford is offering fully insured coverage and also administrative services on self-insured private plans for new customers whose policies or plans are effective January 1, 2022 and later.
Please reach out to your employee benefits representative at The Hartford for additional information.
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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.
The Hartford Financial Services Group, Inc., (NYSE: HIG) operates through its subsidiaries, including underwriting companies Hartford Life and Accident Insurance Company and Hartford Fire Insurance Company, under the brand name, The Hartford,® and is headquartered at One Hartford Plaza, Hartford, CT 06155. For additional details, please read The Hartford’s legal notice at