Municipalities and boards of education may be covered employers under CT Paid Leave if their unionized employees collectively bargain for participation.
Effective Oct 1, 2024, a municipality is any metropolitan district, town, consolidated town and city, consolidated town and borough, village, fire and sewer district, sewer district and each municipal organization having the authority to levy and collect taxes.
A board of education refers to regional or local boards of education. Charter schools and Regional Educational Service Centers (RESCs) are also considered boards of education.
Under specific conditions, you may be a covered employer. Your coverage is dependent upon whether you negotiated a collective bargaining agreement that includes participation in CT Paid Leave for some or all of your employees. For general information visit coverage and eligibility.
Already Registered?
Once you have completed your registration with the CT Paid Leave Authority, you can use your account to manage your information.
While we are not involved in the negotiation process, some of the important elements to consider include:
Refer to the eligibility section of the CT Paid Leave Consolidated Policies.
An official representative from the municipality or board of education as applicable, informs the CT Paid Leave Authority that you have collectively bargained to be included in the program by submitting a Contact Us inquiry and select “Municipality or Board of Education Support” as the contact reason. In the body of your inquiry, specify the applicable bargaining unit name and the date of participation agreed upon in the collective bargaining agreement.
Someone from the Authority will respond to your inquiry to request a copy of the collective bargaining agreement.
Every covered employer must register with the CT Paid Leave Authority. Registration is required by the employer even if you use a third-party administrator or payroll provider who enrolled your business or organization as part of their batch enrollment process.
We require that you identify at least two contacts on your account
When registering, select ‘Municipality/Board of Education (as a result of collective bargaining)’ when asked for your business type.
Contributions shall be deducted from the wages of the affected employees beginning on the date of participation agreed upon in the collective bargaining agreement.
The funding to support CT Paid Leave comes from employee payroll deductions; there is no employer match. These payroll deductions are capped at 0.5% on earnings up to the Social Security contribution limit.
Notify your employees that they should expect their paychecks to reflect these withholdings.
Communicate with your workers
Employers are required by law to provide a notice of their employees' rights under CT Paid Leave and if applicable CT FMLA upon initial hire and annually thereafter.
Connecticut DOL created a template for private sector employers for CT Paid Leave.
Communicate with the CT Paid Leave Authority
Employers must also communicate with CT Paid Leave to verify their workers' employment status and benefits when a worker applies for CT Paid Leave.
Employment Verification Form (English) Employment Verification Form (Spanish)
Each time a collective bargaining unit enters into a new Collective Bargaining Agreement (CBA), they have the option to extend participation in CT Paid Leave or cancel it.
When a new CBA is finalized, an official representative from the municipality or board of education informs the CT Paid Leave Authority that you are extending participation in the program by submitting a Contact Us inquiry and select "Municipality or Board of Education Support" as the contact reason. In the body of your inquiry, specify your bargaining unit name and the date of the collective bargaining agreement.
Someone from the Authority will respond to your inquiry to request a copy of the collective bargaining agreement and work with you to identify any other information that is needed.
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