CT Paid Leave and CT FMLA

CT Paid Leave is not the same as FMLA - they are different laws that provide different rights.

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What is the Difference Between CT Paid Leave and FMLA?

CT Paid Leave (CTPL)

CT Paid Leave is a law that provides covered workers with income replacement benefits when they are out of work for certain qualifying family or health reasons, provided they meet specific eligibility requirements. CT Paid Leave does NOT provide job protected leave, which is the right to return to your same job, or an equivalent one, when your leave ends.

Family and Medical Leave Acts (FMLA)

The Family and Medical Leave Acts are laws that ensure that an employer returns an eligible worker who takes time away from their job for a qualifying reason to their same job, or an equivalent one, when they return from their leave. There is a federal FMLA and Connecticut FMLA. A worker must apply directly to their employer for job protected leave under one or both laws.

Core Differences Between Laws

While a worker will apply directly to the CT Paid Leave Authority for income replacement benefits during their leave, they need to apply to their employer if they wish to have job protected leave under FMLA. Without FMLA, there is no guarantee that the worker will be able to return to their job when their leave ends.


CT Paid Leave CT FMLA Federal FMLA
Protects Your Job
Provides Income Replacement
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Applying for CT Paid Leave is not the same thing as applying for FMLA.

Is My Employer Covered Under FMLA?

Covered Under Federal FMLA
  • Employers who have 50 or more employees within a 75-mile radius
  • Governmental entities of any size, including:
    • Federal government
    • State agencies
    • Towns
    • Schools
    • Railroads
    • Governments of other states
Covered Under CT FMLA
  • Almost all employers who have 1 or more people working in CT
  • The State of Connecticut, as to all State employees

NOT  Covered Under CT FMLA
  • Federal government
  • Municipalities
  • Local or regional boards of education
  • Non-public elementary or secondary schools
  • Railroads
  • Governments of other states
  • Other sovereign nations

When is an Employee Eligible for Leave Under FMLA?

Federal FMLA
They have been employed by the company for at least 12 months.

– AND –

They have worked at least 1,250 hours in the 12 months immediately preceding the leave.
CT FMLA

They have been employed by the company for at least the 3 months immediately preceding the leave.

No hours worked requirement.

 

The employer makes these eligibility determinations.

Important

Important

If you need assistance in understanding federal or state FMLA benefits and job protected leave information, please contact your Human Resources department, the CT Department of Labor, or the Federal Department of Labor.

Questions About CT FMLA?

CT Department of Labor

Questions About Federal FMLA?

Federal Department of Labor

Frequently Asked Questions