Verification: approved by a person (carried over from Juriset's first release).
Programs
Name
Family and Medical Leave Act
Paid
no
Condition
Unpaid, job-protected leave with continuation of group health benefits. Up to 12 workweeks in a 12-month period for qualifying family and medical reasons; up to 26 workweeks in a single 12-month period of military caregiver leave. Covered employers: private-sector employers with 50 or more employees in 20 or more workweeks in the current or previous calendar year; public agencies and local educational agencies regardless of the number of employees. Eligible employees: at least 12 months with the employer, at least 1,250 hours of service in the 12 months before leave, and work at a location where the employer has at least 50 employees within 75 miles. The employer chooses the 12-month period method (29 CFR 825.200(b)).
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same terms and conditions as if the employee had not taken leave. … For eligible employees, up to 12 workweeks of leave in a 12-month period for any of the following qualifying reasons: … An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember with a serious injury or illness may take up to 26 workweeks of leave during a single 12-month period to care for the servicemember. … Private-sector employers who employ 50 or more employees in 20 or more workweeks in either the current calendar year or the previous calendar year,
Public agencies (including federal, state, and local government employers), regardless of the number of employees, and … Work for a covered employer for at least 12 months,
Have at least 1,250 hours of service with the employer during the 12 months before their FMLA leave starts, and
Work at a location where the employer has at least 50 employees within 75 miles.
An employer is permitted to choose any one of the following methods for determining the 12-month period in which the 12 weeks of leave entitlement described in paragraph (a) of this section occurs:
(1) The calendar year;
(2) Any fixed 12-month leave year, such as a fiscal year, a year required by State law, or a year starting on an employee's anniversary date;
(3) The 12-month period measured forward from the date any employee's first FMLA leave under paragraph (a) begins; or,
(4) A “rolling” 12-month period measured backward from the date an employee uses any FMLA leave as described in paragraph (a).
Paid Sick Leave (paid). CT Paid Leave (paid). Connecticut Family and Medical Leave Act (unpaid).
Version 2 · effective from until · verified on
Verification: approved by a person (carried over from Juriset's first release).
Programs
Name
Paid Sick Leave
Paid
yes
Condition
Employees may start using accrued paid sick leave 120 calendar days after their date of hire. Up to 40 accrued unused hours can be carried over into the next year, but employees are not entitled to use more than 40 hours of paid sick leave per year. Accrual on a yearly basis determined by any 365-day period the employer uses to calculate employee benefits. Seasonal employees (120 days or less in any year) excluded. Pay is the normal hourly wage or the minimum fair wage rate under CGS § 31-58, whichever is greater. Number of employees is based on employer's payroll for the week containing January 1st, annually.
Funded by
employer
Annual max
40
Leave type
sick
Annual max unit
hours
Employer size min
11
Accrual hours earned
1
Accrual per hours worked
30
Name
CT Paid Leave
Paid
yes
Condition
Up to 12 weeks of benefits in a 12-month period for most leave reasons, using a "rolling" or "look back" method; possibility of 2 additional weeks for incapacity during pregnancy; of up to 26 weeks of military caregiver leave only 12 weeks is eligible for paid benefits. Funded through a contribution of 0.5% from worker paychecks. Applies to most employers with one or more workers in Connecticut.
Funded by
public_insurance
Annual max
12
Leave type
family_medical
Job protected
no
Annual max unit
weeks
Upcoming changes
From : State (Connecticut)amendment
paid_leave in us-ct: version 3, effective 2027-01-01, published (amendment); replaces version 2
Paid Sick Leave (paid). CT Paid Leave (paid). Connecticut Family and Medical Leave Act (unpaid).
Version 3 · effective from · verified on
Verification: approved by a person (carried over from Juriset's first release).
Programs
Name
Paid Sick Leave
Paid
yes
Condition
Covers employers with 1 or more employees in CT. Employees may start using accrued paid sick leave 120 calendar days after their date of hire. Up to 40 accrued unused hours can be carried over into the next year, but employees are not entitled to use more than 40 hours of paid sick leave per year. Accrual on a yearly basis determined by any 365-day period the employer uses to calculate employee benefits. Seasonal employees (120 days or less in any year) excluded. Pay is the normal hourly wage or the minimum fair wage rate under CGS § 31-58, whichever is greater.
Funded by
employer
Annual max
40
Leave type
sick
Annual max unit
hours
Accrual hours earned
1
Accrual per hours worked
30
Name
CT Paid Leave
Paid
yes
Condition
Up to 12 weeks of benefits in a 12-month period for most leave reasons, using a "rolling" or "look back" method; possibility of 2 additional weeks for incapacity during pregnancy; of up to 26 weeks of military caregiver leave only 12 weeks is eligible for paid benefits. Funded through a contribution of 0.5% from worker paychecks. Applies to most employers with one or more workers in Connecticut.
Funded by
public_insurance
Annual max
12
Leave type
family_medical
Job protected
no
Annual max unit
weeks
Change history
Federal: United States
Version
Effective
Published
Change
Value
3in effect
new
paid_leave in us: version 3, effective 2026-10-24, published (new)
Family and Medical Leave Act (unpaid).
State: Connecticut
Version
Effective
Published
Change
Value
3
amendment
paid_leave in us-ct: version 3, effective 2027-01-01, published (amendment); replaces version 2
Paid Sick Leave (paid). CT Paid Leave (paid). Connecticut Family and Medical Leave Act (unpaid).
2in effect
to
new
paid_leave in us-ct: version 2, effective 2026-01-01, published (new)
Paid Sick Leave (paid). CT Paid Leave (paid). Connecticut Family and Medical Leave Act (unpaid).
The response holds everything on this page, including each level's sources. See the API docs; a free key is enough for today's rule.
Informational only. Not legal advice. Verify with the cited source.
Name
Connecticut Family and Medical Leave Act
Paid
no
Condition
Limited to 12 weeks in a 12-month period, with the possibility of 2 additional weeks of leave for incapacity during pregnancy; up to 26 weeks for caring for a family member injured while on active duty in the military.
January 1, 2026 - employers with 11 or more employees in CT … Number of employees is based on employer's payroll for the week containing January 1st, annually. … Seasonal employees; and … An employee who works 120 days or less in any year. … 120 calendar days after their date of hire. … Employees must accrue 1 hour of leave for every 30 hours worked. … An employee can accrue a maximum of 40 hours per year. … Employers shall provide the accrual of paid sick leave on a yearly basis, which is determined by any 365-day period it uses to calculate employee benefits. … Up to 40 accrued unused hours can be carried over into the next year, but employees are not entitled to use more than 40 hours of paid sick leave per year. … The employee or their family member is ill, injured or suffering from a health condition. … Each employer must pay either the normal hourly wage for the employee or the minimum fair wage rate under CGS § 31-58, whichever is greater.
CT Paid Leave allows eligible workers to receive income replacement benefits when they need to take time away from work for qualifying reasons. Keep in mind that CT Paid Leave does not provide job protection - that is the purpose of 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. … CT Paid Leave applies to most employers with one or more workers in Connecticut. … CT Paid Leave is funded through a small contribution of 0.5% from worker paychecks. … Generally, leave under the federal and Connecticut FMLA — and Connecticut Paid Leave benefits from the CT Paid Leave Authority — are limited to 12 weeks in a 12-month period, with the possibility of 2 additional weeks of leave for incapacity during pregnancy. Individuals caring for a family member who was injured while on active duty in the military can take up to 26 weeks of leave, but only 12 weeks of that leave is eligible for paid benefits from the CT Paid Leave Authority. … CT Paid Leave provides up to 12 weeks of benefits in a 12-month period for most leave reasons. CT Paid Leave uses a "rolling" or "look back" method for calculating the 12-month period.
Limited to 12 weeks in a 12-month period, with the possibility of 2 additional weeks of leave for incapacity during pregnancy; up to 26 weeks for caring for a family member injured while on active duty in the military.
January 1, 2027 - employers with 1 or more employees in CT … Seasonal employees; and … An employee who works 120 days or less in any year. … 120 calendar days after their date of hire. … Employees must accrue 1 hour of leave for every 30 hours worked. … An employee can accrue a maximum of 40 hours per year. … Employers shall provide the accrual of paid sick leave on a yearly basis, which is determined by any 365-day period it uses to calculate employee benefits. … Up to 40 accrued unused hours can be carried over into the next year, but employees are not entitled to use more than 40 hours of paid sick leave per year. … The employee or their family member is ill, injured or suffering from a health condition. … Each employer must pay either the normal hourly wage for the employee or the minimum fair wage rate under CGS § 31-58, whichever is greater.
CT Paid Leave allows eligible workers to receive income replacement benefits when they need to take time away from work for qualifying reasons. Keep in mind that CT Paid Leave does not provide job protection - that is the purpose of 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. … CT Paid Leave applies to most employers with one or more workers in Connecticut. … CT Paid Leave is funded through a small contribution of 0.5% from worker paychecks. … Generally, leave under the federal and Connecticut FMLA — and Connecticut Paid Leave benefits from the CT Paid Leave Authority — are limited to 12 weeks in a 12-month period, with the possibility of 2 additional weeks of leave for incapacity during pregnancy. Individuals caring for a family member who was injured while on active duty in the military can take up to 26 weeks of leave, but only 12 weeks of that leave is eligible for paid benefits from the CT Paid Leave Authority. … CT Paid Leave provides up to 12 weeks of benefits in a 12-month period for most leave reasons. CT Paid Leave uses a "rolling" or "look back" method for calculating the 12-month period.