Connecticut Paid Family and Medical Leave (PFMLI)

Connecticut Paid Family Leave Resource Center

On January 1, 2022 Connecticut PFML began paying benefits to eligible CT employees who need time off from work for their own serious health condition (including pregnancy), to serve as a bone marrow or organ donor, to care for a family member with a serious health condition, to bond with a new child, for covered service member leave or due to being a victim of domestic violence.

Employee contributions fund the state program through payroll deductions.  Employes pay a total contribution rate of 0.50% of their wages up to the Social Security wage cap.  The Social Security wage cap is subject to change annually. Employers are not required to contribute to CT PFML but may choose to cover a portion or the entire employee contribution rate.

Connecticut PFML benefits are 95% of the covered employees base weekly earnings, up to 40 times the state minimum wage.  Employees earning more than 40 times the state minimum wage will receive 95% of 40times the state minimum wage plus 60% of their base weekly earnings that are above the 40 times to a maximum amount set annually by the state.  The maximum weekly benefit is $941.40 for 2024.

Employees can take leave for up to 12 weeks in any 12-month period. The state grants two additional weeks for a pregnancy-related conditions resulting in incapacitation.

Contact us to save money with your private PFML plan

COVID Updates

COVID-19 Coronavirus Pandemic Resources

The DBL Center team is also working diligently to provide our customers with up-to-date information regarding New York Paid Family Leave during the coronavirus pandemic. Below are several downloadable resources for your reference and suitable to share with customers.


Fast Facts

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Plain Language Guide

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Paid Family Leave

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Connecticut Family and Medical Leave Act Timeline

Connecticut Family and Medical Leave Act Timeline

November 2020


Employers were required to register with the CT Paid Leave Authority.

January 1, 2021


Employers begin deducting premiums

January 1, 2022.


Benefits go into effect

Frequently Asked Questions

Unlike the previous legislation for Family and Medical Leave in CT, the new law applies to all private employers with at least one employee.

Eligible employees must have earned at least $2,325 in the base period, or the first four of the five most recently completed quarters. They must currently be employed or have been employed within the past 12 weeks prior to claiming leave. Wages can include salaried or hourly pay, vacation pay, paid holidays, tips, commissions, severance pay and the cash value of any “in-kind” payments.

CT Paid Family Leave is fully funded by employees, contributing 0.5 percent of their income via payroll deductions. Employers are not mandated to contribute to the program, except as employees of their own organization. Employers must withhold the payroll deductions and make the payments to the CT state Paid Family Leave fund.

Paid Family and Medical Leave in CT, as in Massachusetts and New York, is underwritten by the state. In Connecticut, it is written through a newly created agency called the Connecticut Paid Leave Authority.

Connecticut Paid Family Leave is funded entirely by employees, with no employer contributions other than the payroll deductions the owner will experience as an employee of the company.

There are still opportunities for business owners to save money and receive a higher level of service by privatizing PFML in Connecticut.

First, employers may be able to save money on their own payroll deductions, while also saving their employees money with lower premiums. Employees love having more money in their paycheck – especially if they don’t have to pay it back as a tax bill in April! Higher take-home pay can aid in recruiting and retaining top talent across Connecticut, especially in highly competitive sectors like technology, health care, and sales.

But what about the qualify of your private CT Paid Family Leave plan?

By law, private Paid Family and Medical Leave Act plans in CT must offer payouts the same or better than the state plan, with premiums equal to or lower than state premiums. Privatized plans typically offer faster underwriting, better service, increased benefits, and lower premiums. Connecticut Paid Family and Medical Leave is a stand-alone benefit. But employers may be able to save money by bundling it with ancillary benefits, including dental, vision, and group life.

If you want to write PFML in CT without bundling other benefits, though, your choice in carriers may be limited. DBL Center can write CT Paid Family and Medical Leave independent of other lines, making it easy and convenient to privatize family and medical leave in Connecticut. As of December 2020, employers must gain consent of 50%+1 of their employees before they can privatize PFML in Connecticut. The DBL Center can assist brokers in presenting private plans to their customers to get that buy-in and recommendation from employees.

We are here to help brokers and employers, alike, privatize Paid Family Leave in CT through our preferred carriers. You will benefit from our white-glove service, fast and flexible payouts, and potential discounts. Plus, DBL Center brokers who privatize Paid Family Leave in CT gain access to our exclusive Broker Dashboard app. Track commissions, renewals, and cancellations all in your private cloud. The Broker Dashboard puts brokers in control, enabling you to retain customers by being proactive about renewals and cancellations.