The State of Connecticut is instituting a new Paid Leave program (CTPL), allowing employees who work in CT to take paid leaves for certain events, starting January 1, 2022. Up to 12 weeks of benefits may be paid in connection with approved reasons for the leave, with an additional 2 weeks for certain medical conditions associated with pregnancy (see below).
CTPL is funded by employee contributions. There will be a payroll deduction of 0.5% of wages, starting on January 1, 2021, capped at the social security contribution base. The money will be pooled in a trust managed by the State of CT.
You will be eligible if you earned $2,325 in wages in the first 4 of the past 5 quarters, and are currently employed and working in CT, or unemployed but had been working in CT within the last 12 weeks.
As of January 1, 2022, eligible employees may take leave under the following scenarios:
- Upon the birth of a son or daughter of the employee.
- Upon the placement of a son or daughter with the employee for adoption or foster care.
- To care for a family member of the employee if such family member has a serious health condition.
- Because of a serious health condition of the employee.
- To serve as an organ or bone marrow donor.
- If an employee is experiencing family violence.
- Caring for a military family member who has been injured while on active duty, or for other reasons
Paid leave benefits may be received for time off taken as consecutive days and weeks but may also be received for time off taken intermittently in certain circumstances.
Your benefit rate will be calculated based on your wages to a maximum benefit of $780 weekly in January 2022, which will be adjusted thereafter.
For more information, visit the website ctpaidleave.org.
What to Do Now
- Register your company with the State of CT
- Follow up with your payroll company to start deductions January 1, 2021.
- Notify your employees of the deduction and new benefit.
Do you want up to date compliance information? See our Services page for more on how we can help you.
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