CT FMLA
(CT Family and Medical Leave Act)
FMLA provides job protected leave if you need
to take time away from work for a qualifying
family or health condition.
FMLA does NOT provide income replacement.
Up to 12 weeks of job protected leave are
available for most qualifying circumstances. An
additional 2 weeks may be available for
incapacitation during pregnancy.
Workers are eligible for job protected leave
under CT FMLA after three months of
employment.
There are no hours worked or minimum earning
requirements to qualify for job protected leave
under CT FMLA.
Job protected leave means that your employer
must return you to the same position with the
same pay, schedule, and other terms as prior to
your leave.
Your employer may require you to use accrued
paid time off in order to get paid while on leave,
but they must allow you to keep up to 2 weeks
of your accrued PTO if you wish to do so.
Most businesses in Connecticut with 1 or
more employees must comply with CT FMLA.
For more information about benefits, scan
the QR code or visit:
CTpaidleave.org
CT FMLA & CT PAID LEAVE
CTPL
(CT Paid Leave)
CTPL provides income replacement if you need
to take time away from work for qualifying
family or health reasons.
CTPL does NOT provide job protection.
Up to 12 weeks of income replacement
benefits are available for most qualifying
circumstances. An additional 2 weeks may be
available for incapacitation during pregnancy.
There is no hours worked requirement to qualify
for CTPL.
You must have earned at least $2,325 in the
highest earning quarter of the first 4 of the 5
most recently completed quarters to qualify.
You must be employed by a covered CT
employer or had been employed by a covered
employer within the 12 weeks before your leave.
You may receive CTPL income replacement
benefits along with employer provided PTO or
other benefits like short term disability, but your
total wages while on leave cannot exceed 100%
of your normal pay. Employer provided benefits
may reduce the amount of your CT Paid Leave
benefits.
Sole proprietors or self-employed individuals
may opt-in to CT Paid Leave if they wish. They
would need to register with the Authority, be
enrolled for 3 full calendar months prior to the
start of any paid leave, and remain in the
program for at least 3 years.
Most businesses in Connecticut with 1 or
more employees must comply with CTPL.
How do I apply for CT FMLA and CTPL?
To apply for job protection under CT FMLA, you must apply directly to your employer following your company's
standard procedures.
To apply for income replacement through CTPL, visit ctpaidleave.org. You can apply through our online portal, or
you may apply via telephone by calling (877) 499-8606.
To appeal denial of either CT FMLA or CT Paid Leave, contact the CT Department of Labor at (860) 263-6970.
Qualifying Circumstances for CT FMLA and CTPL
Medical Leave
To receive care for
or recover from
your own serious
health condition
(includes
pregnancy and
organ/bone
marrow donation).
Bonding Leave
To grow your
family through
birth, adoption or
foster care.
Caregiver Leave
To care for a family
member
experiencing a
serious health
condition.
Qualifying Exigency
Leave
To address certain issues
arising from a spouse,
parent or child who is on
federal active duty or
has been ordered to
federal active duty in the
Armed Forces.
Military Caregiver
Leave
To care for a covered
family member
injured during federal
active duty in the
Armed Forces.
Family Violence
Leave
To address certain
issues arising from
family violence.
