Medical leave can be used for a worker’s own serious health condition.

Family leave can be used to (1) bond with a child within one year of the child’s birth or placement for foster care or adoption; (2) care for a family member with a serious health condition; (3) address certain military family needs; or (4) address certain medical and non-medical needs arising from domestic violence, also known as “safe time.”

Connecticut’s law also specifies that leave can be taken to be an organ or bone marrow donor. This purpose may also be covered under other paid family and medical leave laws.

Almost all private sector and many public sector employees are covered.

State employees are covered if their collective bargaining unit has negotiated coverage or if they are not in a collective bargaining unit. Municipal employees and employees of a local or regional board of education are covered if their collective bargaining unit has negotiated coverage or if they are not in a collective bargaining unit and their employer has negotiated coverage for members of any collective bargaining unit.

Workers must have earned at least $2,325 during the highest earning quarter within the base period.

The base period is the first 4 of the 5 most recently completed quarters.

This can combine income from more than one employer.

A family member includes a worker’s spouse, sibling, son or daughter, grandparent, grandchild, parent, parent-in-law, or an individual related to the employee by blood or affinity whose close association the employee shows to be the equivalent of those family relationships.

This list covers family members a worker can take leave to care for when they are seriously ill. Paid family leave can also be used to address certain needs arising from the active duty military service of a worker’s spouse, child, or parent. Note that safe time can only be used when the worker, not a family member, is a victim of domestic violence.

Workers cover the full cost of all leave.

Workers contribute 0.5% of wages.

The state will set the premium not to exceed 0.5% of wages (with premiums not applying to wages above the Social Security contribution base).

Contributions do not apply to wages above the Social Security contribution base.

60 times the state minimum wage

Current: $941.40/week

Own health: Up to 12 weeks in a 12-month period.

Family leave: Up to 12 weeks in a 12-month period.

Safe time: Up to 12 days in a 12-month period.

Total: Up to 12 weeks in a 12-month period.

Workers with certain pregnancy-related health needs may receive up to an additional 2 weeks of benefits, which can be combined with other uses up to a total of 14 weeks in a 12-month period.

Yes, if they have been employed by their employer for at least 3 months before requesting leave, except for leaves taken for safe time.

Through the law creating its paid leave program, Connecticut amended the Connecticut Family and Medical Leave Act (CTFMLA), which provides job protection, to cover essentially all private sector and state employees entitled to paid leave benefits except those receiving benefits for safe time purposes. Note that CTFMLA does not protect workers’ health insurance. Workers receiving benefits for safe time purposes may have employment protections under Connecticut’s family violence leave law.

Workers may also have protections under other laws, such as the FMLA or Connecticut’s family violence leave law.