Connecticut: New Bill Implements Expansive, Fully Paid Family Leave Benefits

On June 25, 2019, Governor Ned Lamont signed Public Act 19-25, “An Act Concerning Paid Family and Medical Leave” (the Act) into law, setting the wheels in motion for the most generous paid family and medical leave benefit in the United States.  The Act substantially amends the existing Connecticut Family and Medical Leave Act (CTFMLA), expanding coverage to all employees, reducing the waiting period for eligibility, and requiring compensation of employees on leave.

Key provisions of the expanded CTFMLA include the below:

• Who is eligible? Employees who have completed at least 12 weeks of work with no minimum hours requirement.  CTFMLA covers employers with as few as one employee, though sole proprietors or self-employed individuals are not required to participate.
• How much leave is available? 12 weeks of paid leave within a 12-month period.  Employees experiencing serious health conditions related to pregnancy are eligible for an extra two weeks of leave.
• What can leave be used for? Employees can use CTFMLA to care for themselves, their family members, and anyone else whose close association (e.g., by blood or affinity) is the equivalent of a family member.  The Act expands the definition of “family member” to include spouse, parents, in-laws, children, siblings, grandparents, and grandchildren.
• When do benefits begin? Employees can begin collecting benefits starting January 1, 2022.
• What are employer responsibilities?
  • The program is funded by a 0.5% mandatory employee payroll tax, with no contribution from employers. The payroll tax begins January 1, 2021.
  • Employers must provide notice of the need for benefits to the Authority, and may also be required to certify the employee’s compensation level and need for leave.
  • Beginning July 1, 2022, employers must notify employees and annually thereafter of their entitlement to CTFMLA.

Employers may apply to the Connecticut Paid Family and Medical Leave Insurance Authority to provide their own private program, so long as the private program offers the same level of benefits and conditions/costs as the statewide program. The Labor Commissioner must adopt regulations for the new law by January 1, 2020. Employers should continue to look for updates on this topic.

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