As we discussed in a recent blog post, the law on Connecticut Family Medical Leave was amended in several significant respects as of January 1, 2022.

Most notably, the revised law now requires private employers with at least one employee to provide job-protected FMLA leave for up to twelve weeks to their employees who are dealing with a serious medical condition themselves or to care for a family member with a serious medical condition. Income substitution benefits are also available from the Connecticut Paid Leave Authority to employees on CT FMLA leave.

Action Steps for Small Employers With Fewer Than 50 Employees

These changes to the law are especially significant for small employers with fewer than 50 employees who, prior to this year, have not been required to provide such leave to their employees under the previous version of the CT FMLA or its federal counterpart, the federal FMLA. Small employers will need to take immediate steps to ensure compliance with the law’s new requirements. These steps include developing and circulating a FMLA policy, updating workplace notices and educating supervisors and employees about the parameters of the new law, including leave entitlements and the availability of income substitution benefits from the Connecticut Paid Leave Authority. Additionally, small employers must also act quickly to develop and implement procedures, forms, and other documents to provide for proper administration of CT FMLA requests when made. They will also...

Read Full Story: https://www.jdsupra.com/legalnews/don-t-just-leave-leave-alone-whether-7241967/