CT Paid Leave FAQ

If our state has learned anything in these unprecedented times, it’s that Connecticut’s workforce must have a strong safety net of services to rely on, now and in the future. Planning ahead is vital as we have seen firsthand the need to have resources available — and it’s hard to predict when we may need to use them.  The CT Paid Leave program offers a means to invest now for future peace of mind.

As challenging as our economic climate is for employers and workers, we know this program is vital to our state’s long-term economic stability and growth. We all want a healthier workforce, and the need for paid leave has never been greater than it is right now.  

In order for this program to be successful, we need to ensure that employers and workers are educated and informed about benefits, resources and options. Specifically, the responsibilities of CT Paid Leave are: outreach and engagement; development of the policies and procedures needed to run the program;  establishing the trust fund contribution rate and receiving contributions; approving and auditing private plans; and administering claims for paid leave benefits. We will measure our progress towards these objectives through employer/employee awareness, successful registration and claims processes, program participation and community feedback.

If you are a business owner with one or more employees who work in Connecticut or third-party administrator, it is important to register your business with the CT Paid Leave Authority as soon as possible, as payroll deductions will begin on January 1. Keep in mind that during COVID, even if your employees are working from home, if they would normally come to work in Connecticut, no matter where they live, they will be subject to the payroll deduction and they can apply for benefits in 2022. If you use a payroll provider, you will need to work with them to ensure you are set up to make these contributions, which are due quarterly. It is also important for you to take steps to keep your workforce informed about the program; you can find materials to communicate with them about the program here.

While the CT Paid Leave program applies to all employers with one or more employees, employers may apply for an exemption if they intend to offer the same benefits through a private plan. In order to qualify, the private plan must offer all employees all of the same rights, protections, and benefits as the CT Paid Leave program. You can learn more about private plans here.

To apply for a private plan, employers must first register with the CT Paid Leave Authority. During registration, you will be given the opportunity to declare your intent to offer a private plan, and will be prompted to begin the application process.

In order to be approved, a private plan must:

• Offer at least the same number of weeks of benefits and at least the same level of wage replacement for each week of benefits.
• Deduct the same amount from employees’ paychecks as the state plan.
• Cover all employees, current and future, through the duration of their employment.
• Be approved by a majority of your employees (50%+1) through a private vote.
• Include no additional requirements or conditions.
• Remain compliant with any additional requirements established by the CT Paid Leave Authority.

The CT Paid Leave Authority has established protocols to ensure compliance and to protect against fraud or abuse of the program. The funds will be held in a trust fund managed by the Office of the State Treasurer, who will ensure the program’s solvency. All benefit claims will be reviewed closely to ensure the program is accessible to those who need it, and will work with employers to verify eligibility. Additionally, the CT Paid Leave Authority will work with the Department of Labor to establish program controls to ensure compliance and enforcement.