Connecticut Paid Family & Medical Leave (CT PFML)

What is CT Paid Family & Medical Leave?

Connecticut Paid Family & Medical Leave (CT PFML) is the state‑mandated program that provides eligible employees with partially paid time off for up to 12 weeks per benefit year for qualifying personal and family needs.

Eligible reasons for CT PFML benefits include:

• The employee’s own serious health condition
• Bonding leave to care for a new child, including birth, adoption, or foster placement
• Caring for a family member with a serious health condition, including a:
  • Child, spouse, sibling, parent
  • Grandparent or grandchild
  • Affinity family member
• Qualifying military exigency
• Family violence leave, up to 12 days

What is the weekly paid benefit under CT PFML?

In 2026, the maximum weekly benefit is $1,016.40

CT PFML uses the state’s minimum wage × 60 to calculate the maximum weekly benefit.

The benefit calculation is tiered so that lower wage earners receive a higher wage replacement benefit. Below are
the steps needed to calculate the individual’s benefit payment.

1. Calculate the employee’s average weekly wage (AWW)
   • Add the 2 highest quarters in the base period divided by 26 rounded to the next lower whole dollar.
2. Calculate weekly benefit

Is CT PFML Job‑Protected?

No. CT PFML provides wage replacement only and does not guarantee job protection.

However, employees may have job protection under other state or federal laws, such as:

• Federal FMLA – Family & Medical Leave Act
• Connecticut FMLA – State Family & Medical Leave Act
• CT Family Violence Leave Act (CTFLA)

These laws may run concurrently with CT PFML, depending on employee eligibility.

Which employers are required to provide CT PFML?

Most employers with one or more employees working in Connecticut are covered under CT PFML and must provide benefits. This includes private colleges, universities and other post-secondary schools.

This requirement includes:

• Employees working in Connecticut (not resident state)
• Remote workers whose work is based in Connecticut

It does not include businesses or employees of:

• The Federal government or Tribes
• Municipalities and local or regional boards of education, unless their union’s collective bargaining
  agreement allows private plans.
• Non-public elementary or secondary schools

How much does CT PFML cost?

CT Paid Leave Public Plan

• 2026 contribution rate is published annually in November
• Payroll is capped at the Social Security wage base published annually in October
• Contributions may be 100% employee‑paid via payroll deduction or the employer may choose to fund on behalf of their Connecticut workforce.

Private Plan Alternative

• Private plans are individually underwritten
• Payroll deductions may be used but cannot exceed the public plan cost for employees

What is a CT PFML Private Plan?

When Connecticut employers register with the state, they are automatically enrolled in the CT Paid Leave
public plan.

However, employers may instead comply through a state‑approved private plan.

A CT PFML private plan may be either fully insured or self‑insured and must:

• Provide the same or better benefits as the public plan
• Offer equal rights and protections to employees
• Cost employees no more than the state plan payroll deduction

The DBL Center works with a network of approved private plan carriers that offer compliant and cost‑effective
solutions.

What Are The Advantages of a Private Plan?

Choosing a private plan may offer several advantages, including:

1. Potential cost savings
   • Plans are individually underwritten, similar to other insured employer benefits
   • Employers receive an exemption from contributing to the state PFML fund
2. Improved claims experience
   • Faster claims turnaround times
   • Direct access to dedicated claims professionals instead of call centers
3. Employer‑level absence reporting
   • Visibility into claim status and leave dates
   • Especially helpful for tracking intermittent leave

How Do I Apply for a Private Plan?

The DBL Center team supports both you and your clients throughout the entire private plan process.

Step 1: Request a Private Plan Quote
We compare private plan pricing, benefits, and service levels against the state public plan.

Required census details include:

• All Connecticut employees
• Gender
• Employment status (full‑time, part‑time, seasonal)
• Employee age
• Total Connecticut wages (including overtime and bonuses)

Step 2: Select an Insurance Carrier
The selected carrier will provide:

• A sample policy
• A plain‑language employee guide for the voting process

Step 3: Conduct an Employee Vote
Because CT PFML can be fully employee‑funded, the state requires employees to approve the private plan.

• DBL Center experts can manage and document the vote to ensure compliance
• Plan Approval requires 50% + 1 of CT impacted employees

Step 4: Apply for the State Exemption
Submit the private plan exemption application at www.ctpaidleave.org.

• This is the same portal used for public plan administration
• The state will issue:
  • Approval confirmation
  • Contribution exemption effective date
• Private plan exemptions are granted for three years

• Best Practice – CT PFML private plans are effective the 1^st of the new quarter.
  Applying for your private plan needs 60 days for your state to approve.

Why choose DBL Center?

With 40 years of experience in state‑mandated disability and leave programs, the DBL Center is a
trusted partner for navigating complex PFML requirements.

We provide:

• Expert support as the state makes changes to their programs requiring employer tasks to evolve.
• Strategic review of state mandated benefits
• Access to competitive, compliant private plan options
• Ongoing service and support beyond the initial sale
• Net Revenue Tracker enabling Broker access to their renewals, cancellations and book of business from
  anywhere.

Our goal is to deliver cost‑effective solutions with a seamless experience for both employers and employees.