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.
Connecticut Family and Medical Leave Act Timeline
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.