CT Paid Leave & CTFMLA

Connecticut separates paid wage-replacement from job protection. CT Paid Leave can pay eligible workers during pregnancy and childbirth recovery, bonding or qualifying caregiving. CTFMLA provides unpaid, job-protected leave to eligible workers. [CT-L1, CT-L5]

A mother may need income while medically unable to work and additional time to bond. CT Paid Leave can replace part of wages, while CTFMLA can protect eligible time away. Check both rather than assuming approval of one automatically gives the other. [CT-L1, CT-L5]

For CT Paid Leave, you generally must have earned at least $2,325 from covered Connecticut employment in the highest-earning quarter of the applicable base period and be currently employed by a covered employer or have been employed by one within the previous 12 weeks. Part-time, per-diem and seasonal workers can qualify; there is no minimum hours-worked requirement for CT Paid Leave itself. Some state collective-bargaining positions, municipalities, boards of education and tribal enterprises are not automatically covered. [CT-L2, CT-L3]

CT Paid Leave can provide up to 12 weeks of paid benefits. A pregnant worker may receive up to two additional weeks — up to 14 total — when a serious health condition during pregnancy causes incapacity. Bonding benefits can be used within 12 months of birth or placement. CTFMLA provides up to 12 weeks of job-protected leave plus up to two additional weeks for a serious pregnancy-related health condition. [CT-L1, CT-L5]

Generally up to 12 weeks per 12-month period, with a possible two-week pregnancy extension; bonding within 12 months of birth or placement. CTFMLA has a similar 12-week entitlement plus the pregnancy extension. [CT-L1, CT-L5]

For 2026, the weekly benefit is 95% of average weekly wages up to 40 times the Connecticut minimum wage, plus 60% of wages above that threshold, capped at 60 times minimum wage. As of January 1, 2026, the maximum weekly benefit is $1,016.40. [CT-L4]

If your leave is within 30 days, CT Paid Leave encourages applying as soon as possible. Use your CT.gov/CT Paid Leave account and file a pregnancy/childbirth, bonding or caregiver claim. Separately notify your employer and request CTFMLA job-protection paperwork. [CT-L3, CT-L5]

Wage and base-period information, plus documentation supporting the leave reason. Pregnancy and childbirth recovery generally needs provider certification. Your employer may also require CTFMLA notice and certification. [CT-L1, CT-L5]

CT Paid Leave does not itself guarantee job protection. CTFMLA applies to employers with one or more employees but excludes municipalities, local and regional boards of education, and nonpublic elementary and secondary schools except specified paraprofessionals. CTFMLA eligibility generally begins after three consecutive months of employment. [CT-L5]

CT Paid Leave can run at the same time as CTFMLA or federal FMLA when the same absence qualifies. Employer PTO, short-term disability or other wage benefits can affect coordination. HUSKY health coverage is separate. [CT-L4, CT-L5]

Use CT Paid Leave for cash-benefit claims and your employer or the Connecticut Department of Labor for job-protection questions. Do not rely only on an employer handbook if it appears to conflict with current CTFMLA rules.

CT Paid Leave and the Department of Labor provide multilingual materials and assistance. Cash benefits and job protection are separate things and should be asked about separately.

Ask your employer about PTO, employer parental leave, short-term disability and workplace accommodations. CTFMLA, federal FMLA or pregnancy-accommodation laws may still apply depending on your job and employer.