In 2019 Connecticut enacted the Paid Family and Medical Leave Act, which entitles eligible Connecticut employees to paid family leave. The Paid Family and Medical Leave Act amended the previously existing Connecticut Family and Medical Leave Act (CT FMLA), and through a new law, the Connecticut Paid Leave Act (CT PLA), established the CT Paid Leave Authority to provide income-replacement benefits for eligible employees who take leave under the CT FMLA.
Employers have long awaited guidance on the State’s new Paid Family and Medical Leave Act, and the good news is—we are almost there. On March 22, 2022, the Connecticut Department of Labor (“CT DOL”) issued its final proposed amended CT FMLA regulations, which make several amendments to previously existing regulations. The new provisions relate to the job-protected leave aspect of the Paid Family and Medical Leave Act.
This article highlights key changes about which employers should be aware.
Leave Duration
The proposed regulations change the total amount of leave an eligible employee may take from 16 weeks in a 24-month period under the previous CT FMLA to 12 weeks during any 12-month period.
Eligibility and Coverage
The new regulations and amended CT FMLA apply to employers with one or more employee. Previously, CT FMLA applied to employers with 75 or more employees. To be eligible for leave, an employee needs to be employed by a Connecticut employer for at least three consecutive months (defined as 13 weeks) immediately...
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