Connecticut Paid Leave Laws: Sick Leave, Family Leave & FMLA (2026)

How does FMLA work in Connecticut?

Connecticut employees have access to both federal FMLA and Connecticut’s own CT FMLA. Federal FMLA applies to private employers with 50 or more employees within 75 miles and provides 12 weeks of unpaid, job-protected leave. CT FMLA applies to all employers with 1 or more employees in Connecticut and also provides 12 weeks of job-protected leave, with eligibility after 3 months of employment. Both laws are administered separately from CT Paid Leave, which provides income replacement benefits concurrently when qualifying reasons overlap. (Sources: https://portal.ct.gov/dolui/fmla-faqs | https://www.dol.gov/agencies/whd/fmla)

How long is maternity leave in Connecticut?

Connecticut maternity leave can extend up to 12 weeks of paid benefits through CT Paid Leave, with up to 2 additional weeks (14 weeks total) for qualifying pregnancy complications. CT FMLA provides up to 12 weeks of job-protected, unpaid leave running concurrently with CT Paid Leave for eligible employees. For employees at employers with 50 or more employees within 75 miles, federal FMLA also provides 12 weeks of job-protected leave, which may run at the same time as CT FMLA. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/qualifying-reasons)

Is maternity leave paid or unpaid in Connecticut?

Maternity leave in Connecticut can be paid through the CT Paid Leave program. Eligible employees receive wage replacement up to $1,016.40 per week in 2026, at rates of 95% of average weekly wages for lower earners and a blended rate for higher earners. CT FMLA and federal FMLA are unpaid but run concurrently with CT Paid Leave, so an eligible employee can receive paid benefits while maintaining job protection simultaneously. (Source: https://www.ctpaidleave.org/claims/before-you-apply)

Who is eligible for CT FMLA in Connecticut?

CT FMLA eligibility requires employment with a covered employer (all employers with 1 or more employees in Connecticut) for at least 3 months (13 weeks). There is no minimum hours-per-week requirement under CT FMLA, though any week on payroll — including paid or unpaid leave — counts toward the 13-week threshold. (Source: https://portal.ct.gov/dolui/fmla-faqs)

Is FMLA leave paid in Connecticut?

Both federal FMLA and CT FMLA provide unpaid, job-protected leave. However, Connecticut’s CT Paid Leave program provides paid income replacement benefits that run concurrently with FMLA when qualifying reasons overlap. CT Paid Leave benefits are paid by the Connecticut Paid Leave Authority, not by the employer. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/ct-paid-leave-and-fmla)

Does Connecticut have paid sick leave?

Yes. Connecticut requires covered employers to provide paid sick leave under CGS §§ 31-57r – 31-57w, as expanded by Public Act 24-8. As of January 1, 2026, the law covers employers with 11 or more employees. All employers with 1 or more employees will be covered beginning January 1, 2027. Eligible employees accrue 1 hour of paid sick leave for every 30 hours worked, up to 40 hours per year. (Source: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/paid-sick-leave)

Does Connecticut have paid family leave?

Yes. Connecticut’s CT Paid Leave program provides up to 12 weeks of paid family and medical leave benefits annually, administered by the Connecticut Paid Leave Authority. The program is 100% employee-funded at a contribution rate of 0.5% of wages. The maximum weekly benefit in 2026 is $1,016.40. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works)

How many sick days are required in Connecticut?

Connecticut law requires covered employers to allow employees to accrue up to 40 hours (5 days) of paid sick leave per year, at a rate of 1 hour per 30 hours worked. Employees may carry over up to 40 unused hours into the following year. Employers may frontload the full 40-hour bank at the start of the year in lieu of accrual and carryover. (Source: https://www.cga.ct.gov/2025/rpt/pdf/2025-R-0016.pdf)

Does FMLA apply to small businesses in Connecticut?

Federal FMLA applies only to private employers with 50 or more employees within a 75-mile radius. Connecticut’s CT FMLA, however, applies to all employers with 1 or more employees in Connecticut — there is no small-business exemption under state law. CT Paid Leave also applies to virtually all employers with 1 or more Connecticut employees. (Source: https://portal.ct.gov/dolui/fmla-faqs)

How long is paternity leave in Connecticut?

Non-birthing parents are fully covered under CT Paid Leave for child bonding. The same 12-week duration and wage replacement rates (up to $1,016.40/week in 2026) apply to fathers, same-sex spouses or domestic partners, adoptive parents, and foster parents. Both parents may each take up to 12 weeks of CT Paid Leave benefits for bonding with the same child. CT FMLA bonding leave also applies equally to all parents. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/qualifying-reasons/i-m-starting-or-expanding-my-family)

Can an employer deny paid sick leave in Connecticut?

State law requires covered employers to provide paid sick leave to eligible employees for qualifying reasons; denial of qualifying paid sick leave constitutes a violation of CGS §§ 31-57r – 31-57w. Employers are also prohibited from retaliating against employees who request or use paid sick leave. Violations may result in civil penalties and other remedies imposed by the Labor Commissioner. (Source: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/paid-sick-leave)

Is paid sick leave available to part-time employees in Connecticut?

Yes. Part-time employees are eligible for paid sick leave under CGS §§ 31-57r – 31-57w, provided they work more than 120 days per year for a covered employer. There is no minimum weekly hours threshold for eligibility; accrual is based solely on hours worked (1 hour per 30 hours worked). (Source: https://portal.ct.gov/dol/-/media/dol/2022-new-design-system/divisions/wage-and-workplace-standards/paid-sick-leave-qa-10-18-24.pdf)

Can paid sick leave be used for a family member’s illness in Connecticut?

Yes. Connecticut paid sick leave may be used for the illness, injury, health condition, or medical care of a broad range of family members, including children (including adult children), spouses, domestic partners, parents, siblings, grandparents, grandchildren, parents-in-law, and any individual related by blood or affinity whose close association is the equivalent of a family relationship. (Source: https://www.cga.ct.gov/2025/rpt/pdf/2025-R-0016.pdf)

What happens to unused sick leave if an employee leaves their job in Connecticut?

Connecticut law does not require employers to pay out unused accrued paid sick leave upon termination of employment, unless a separate employer policy or collective bargaining agreement requires such payout. Unused leave does not carry cash value at separation as a legal default. (Source: https://portal.ct.gov/dol/-/media/dol/2022-new-design-system/divisions/wage-and-workplace-standards/paid-sick-leave-qa-10-18-24.pdf)

Is there a waiting period before using paid sick leave in Connecticut?

Yes. Under Public Act 24-8, employees may use accrued paid sick leave beginning on the 120th calendar day after the start of employment. Accrual begins from the first day of employment; only use is restricted until the 120-day mark. (Source: https://www.cga.ct.gov/2025/rpt/pdf/2025-R-0016.pdf)

How much does CT Paid Leave pay per week?

The maximum weekly benefit under CT Paid Leave is $1,016.40 in 2026 (60 times the Connecticut minimum wage of $16.94/hr). Employees earning at or below 40 times the minimum wage ($677.60/week) receive 95% of their average weekly wage. Employees earning above that threshold receive 95% of $677.60 plus 60% of wages above $677.60, up to the maximum. (Source: https://www.ctpaidleave.org/claims/before-you-apply)

How long is paid family leave in Connecticut?

CT Paid Leave provides up to 12 weeks of paid benefits per benefit year for most qualifying reasons. An additional 2 weeks (14 weeks total) is available for employees experiencing serious health conditions resulting in incapacitation during pregnancy. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/qualifying-reasons)

Who pays for Connecticut paid family leave?

CT Paid Leave under the state plan is 100% employee-funded. Covered employers deduct 0.5% from employee wages and remit contributions to the Connecticut Paid Leave Authority. Employers are not required to contribute to the state plan. Under approved private plans, employers may choose to pay some or all of the employee contribution, but the employee’s share cannot exceed the state plan rate. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/contributions)

Can CT Paid Leave and FMLA be taken at the same time?

Yes. When a qualifying reason is covered by both CT Paid Leave and CT FMLA (or federal FMLA), all programs may run concurrently. CT Paid Leave provides income replacement; CT FMLA and federal FMLA provide job protection. An employee applies to the CT Paid Leave Authority for benefits and to the employer for FMLA job-protected leave — these are separate applications. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/ct-paid-leave-and-fmla)

Is the job protected during CT Paid Leave?

CT Paid Leave itself does not provide job protection — it is an income replacement program only. Job protection during CT Paid Leave is provided separately through CT FMLA (employers with 1 or more employees, after 3 months of employment) and federal FMLA (employers with 50 or more employees within 75 miles, after 12 months/1,250 hours). Employees should apply for both CT Paid Leave and FMLA simultaneously when eligible. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/ct-paid-leave-and-fmla)

What is the CT Paid Leave contribution rate for 2026?

The CT Paid Leave contribution rate for 2026 is 0.5% of employee wages, up to the federal Social Security wage base of $184,500. The CT Paid Leave Board of Directors voted to maintain this rate in September 2025. The maximum annual employee contribution for 2026 is $922.50. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/contributions)

How do I apply for CT Paid Leave?

Applications for CT Paid Leave income replacement benefits are filed directly with the Connecticut Paid Leave Authority at https://www.ctpaidleave.org/claims/how-to-apply or by calling 877-499-8606. An account through CT.gov is required. Applications for foreseeable leave may be submitted up to 30 days before the intended start date. Applying for CT Paid Leave is a separate process from applying for CT FMLA job-protected leave from the employer. (Source: https://www.ctpaidleave.org/claims/how-to-apply)

Can CT Paid Leave be taken intermittently?

Yes. CT Paid Leave may be taken on an intermittent basis when the qualifying reason involves a serious health condition. Intermittent leave is taken in separate, non-consecutive time periods. The minimum increment for intermittent CT Paid Leave is the smallest unit of time the employer’s timekeeping system tracks. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works)

When did CT Paid Leave benefits become available?

CT Paid Leave income replacement benefits became available to eligible employees on January 1, 2022. Employee payroll contributions began January 1, 2021. The program was established by the Connecticut Paid and Family Medical Leave Insurance Act, enacted in 2019. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works)

How long is maternity leave for fathers in Connecticut?

Fathers and non-birthing parents are eligible for up to 12 weeks of CT Paid Leave benefits for bonding with a new child, at the same wage replacement rates as birthing parents. CT FMLA bonding leave applies equally regardless of whether the employee is the birthing or non-birthing parent. Both parents may each independently claim their full 12-week CT Paid Leave entitlement for the same child. (Source: https://www.ctpaidleave.org/how-ct-paid-leave-works/qualifying-reasons/i-m-starting-or-expanding-my-family)