Connecticut Family & Medical Leave Insurance (CT FMLI)

Group Benefits
Paid Family and Medical Leave (PFML) laws are expanding in states across the country.
 
Connecticut Gov. Ned Lamont signed the Paid Family and Medical Leave Insurance (CT FMLI) into law on June 25, 2019. Employee contributions to CT FMLI are expected to begin Jan. 1, 2021 with benefits expected to start Jan. 1, 2022.
 
This is an ongoing series of updates on Paid Family and Medical Leave developments – so you can be prepared to fulfill all mandated requirements. This release features highlights for the state of Connecticut.
 
Almost all employees are eligible to receive benefits.
 
The state is expected to form a Paid Family and Medical Leave Insurance Authority in the summer of 2019. Many regulations must still be determined by the authority – including employers’ role in the employee funded state program. The law allows employers to alternatively provide benefits through a private plan.
 
Here’s what you need to know about CT FMLI.
Frequently Asked Questions
  • Birth of a son or daughter of the employee.
  • Adoption or foster care placement of a son or daughter with the employee.
  • Care for a seriously ill child, parent, parent-in-law, grandparent, grandchild, sibling or spouse – or anyone related by blood or the “equivalent of a family member.”
  • Employee’s own serious health condition.
  • Serving as an organ or bone marrow donor.
  • To care for an ill or injured service member or any qualifying military exigency in which a family member is on active duty or called to active duty.
  • Victim of family violence.
  • Up to 12 weeks combined Family or Medical Leave.
  • 95 percent of the employee's base weekly earnings up to 40x the state minimum fair wage.
    • Employees earning more than minimum wage will receive an additional 60 percent of their base weekly earnings above 40x the minimum fair wage, not to exceed the weekly maximum benefit. 
    • The weekly maximum benefit is based on 60 times the minimum fair wage. Expected to be $840 when benefits start in January 2022 and $900 in July 2023 when minimum wage increases to $15 an hour.
  • Connecticut PFML is a 12 weeks paid benefit plus 2 weeks additional for a serious health condition resulting in incapacitation that occurs during a pregnancy.
Employees contribute 0.5 percent of their earnings, not to exceed the Social Security contribution and benefit base. Employers make no financial contribution, however, employers can chose to pay for a portion or all of the premium. The Paid Family and Medical Leave Insurance Authority will determine employers’ responsibilities, which could include recordkeeping, collection and remittance.
A “covered employee” is defined as an individual who has earned $2,325 or more in subjected earnings during the employee's highest earning quarter within the first four of the five most recently completed quarters.
 
An employee is covered if he/she:
 
  • is employed by a private-sector employer or is a “covered public employee.”
  • has been employed by an employer in the previous 12 weeks.
  • is self-employed or a sole proprietor and a CT resident who has enrolled in the program.
The Paid Family and Medical Leave Insurance Authority is expected to set regulations. The new law calls for all private employees – regardless of size of company – to have access to paid family and medical leave.
Yes. The Authority is expected to set private plan requirements and will approve plans in the future. The law states that private plans must have the same, or better, benefits and not cost employees more than the state plan. Employees covered by an employer’s private plan do not have to contribute to the state CT FMLI program.
Please reach out to your representative at The Hartford for additional information or have an employee benefits representative from The Hartford contact you.
 
 
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This informational material is subject to change as we continue to receive guidance from each state. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to your business practices, and the views and recommendations contained herein shall not constitute our undertaking on your behalf, or for the benefit of others, to determine or warrant that your business operations are in compliance with any law, rule, or regulation. Those seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors.
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