For Businesses and Employers

Your Role in CT Paid Leave

Covered employers in Connecticut play a vital role in helping workers access income replacement
benefits while they take leave for qualifying reasons under the federal Family and Medical Leave
Act of 1993 (FMLA), the Connecticut Family and Medical Leave Act (CT FMLA) and the Connecticut
Family Violence Leave Act.

All covered employers with 1 or more employees must register with CT Paid Leave. A sole proprietor/self-employed individual with employees in Connecticut, must register as an employer. They may also choose to opt-in as a sole proprietor.

“CT Paid Leave means my business is more competitive.”

Role Specific Information

Employer

Sole-proprietor/self-employed individual

Third-party administrator

Woman holding a clipboard and talking on the phone

I need to register

In order to comply with CT Paid Leave, you must deduct employee contributions and remit them on a quarterly basis. Before you can remit payments, you will need to Register Your Business.

I need to make a contribution

Covered employers are responsible for deducting employee contributions in the amount of 0.5% through payroll and remitting these contributions to the CT Paid Leave Authority on a quarterly basis.

CT Paid Leave is designed to be entirely employee funded. There is no employer match.

Pregnant woman with her hand on her stomach

I want more information on applying for a private plan

The Connecticut Paid Family and Medical Leave Insurance Act applies to all covered employers with one or more employees. Employers may apply with the CT Paid Leave Authority to offer a private plan to all employees for paid leave coverage if it provides the same or better benefits than the state program. The private plan must be approved in advance by the CT Paid Leave Authority.

I need to manage my account

You will use the My Account portal to manage your organization's contact information, remit contributions, update third-party administrator (TPA) relationships, access payment history, etc.

Frequently Asked Questions

The Paid Family and Medical Leave Act applies to Connecticut employers with one or more employees, unless they fit into one of the statutory exceptions. Under the law, you are required to withhold payroll deductions of 0.5% from your workers and remit these contributions to the CT Paid Leave Authority quarterly. Avoid unexpected fees and penalties — comply with the requirements of the CT Paid Family and Medical Leave Act.

While CT Paid Leave provides income for workers while they are away from work for a family or medical leave reason, as an employer you must also consider your obligations under CT FMLA when your worker tells you they need leave. CT FMLA applies to most businesses with one or more employees working in the state. View CT DOL new FMLA guidance.

While your worker will apply directly to the CT Paid Leave Authority for income replacement, they will apply to you for job protection under CT FMLA.

If you have closed your business with another state agency, until your account is closed with CTPL please continue to submit a $0.00 wage statement to notify the Authority to indicate that no contributions are owed for the quarter. If you do not submit the $0.00 wage statement, the Authority will conclude you are not in compliance and will issue a Notice of CT Paid Leave Contributions Due, assessing interest and penalties.

Third-party administrators must notify CT Paid Leave immediately if a client employer has permanently closed their business and/or no longer has CT employees. We expect the employer/TPA to continue to file whether or not they have wages to report up to the point they notify us and receive confirmation from us that we’ve “closed” their account with CT Paid Leave. If no wages are to be reported, we expect $0 to be submitted up to the point in which the employer has notified us they’ve closed or no longer have any employees.

If an employer will close or will permanently stop paying wages, it must notify the CT Paid Leave Authority immediately by submitting a Contact Us message, choosing "Help with Registration" as the contact reason, and providing the following information in the message:

employer number
date of discontinuance
last payroll date
trade name
name, address, and contact information of successor-in-interest (if applicable)

The employer must also provide a copy of either

DRS Form CT 941, Connecticut Quarterly Reconciliation of Withholding or Form CT 941 HHE, Connecticut Reconciliation of Withholding for Household Employers, that it provided to the CT Department of Revenue Services, or
a copy of the IRS Form 941, Employer's Quarterly Federal Tax Return, that it submitted to the federal Internal Revenue Service

Regardless of which of these tax forms the employer provides, the employer must be sure to check the box indicating that it no longer has employees in Connecticut and must enter the date of the last payroll on the form. If the employer cannot provide a copy of one of these tax forms, the CT Paid Leave Authority will provide the employer with an attestation form to complete regarding the business closure.

If the employer is participating in the public CT Paid Leave program, the employer is responsible for remitting all owed contributions up through the last payroll date.

If the employer has a CT Paid Leave-approved private plan, it must also indicate whether the successor-in-interest will assume the approved private plan. The CT Paid Leave Authority will communicate directly with the employer and the successor-in-interest to determine if the approval for the private plan will transfer to the successor-in-interest. If the approved private plan will not transfer to the successor-in-interest or if there is no successor-in-interest, the employer may be responsible for unpaid contributions and/or other penalties for termination of a private plan without the required notice.