The CT Paid Family Medical Leave (PFML) provides “covered” employees in Connecticut access to paid leave for life events covered under:
- Family and Medical Leave Act (FMLA)
- Connecticut Family and Medical Leave Act
- Connecticut Family Violence Leave Act
Covered employee means a worker who is currently employed, has been employed within the last 12 weeks, self-employed, a sole proprietor, or a Connecticut resident enrolled in the PFML program. The employees are eligible for benefits under PFML if:
- They have earned wages of at least $2,325.
- The wages need to be earned in the highest-earning quarter of the first 4 of the 5 most recently completed quarters.
There are many health needs covered under the PFML, allowing employees to take leave without worrying about lost income.
All employers with one or more employees are covered under the PFML law. The law also provides employers with the tools and resources to comply with the applicable laws and promote a happy, healthy, and positive workplace.
Role of Employers
Employers in the State of Connecticut play a crucial role in helping workers access to paid time off to meet their various personal and family health needs under the Paid Family and Medical Leave law. They have to:
- Make Payroll Deductions – Beginning January 1, 2021, the funding to support the CTPL program will come in the form of employee payroll deductions. The employers have to makepayroll deductions that are capped at 0.5%. One important thing to notice is because contributions are only based on earnings up to the social security cap, the calculation might require estimations in some cases.
- Submit Employee Contribution – Employers are responsible for withholding as well as submitting the payroll deductions for each worker quarterly. These deductions are submitted to the CT Paid Leave Authority. Failure to make appropriate contributions can lead to penalties.
- Communicate with the Authorities and employees to Discuss Leave Requests – Employees need to apply for time away from work to their employers. Also, they need to apply to the CT Paid Leave Authority for paid leave benefits to receive income replacement benefits while they are on leave. In some situations, the employee, the employer and the Paid Leave Authority might need to communicate with each other in order to establish the reason for the leave or to verify the duration and frequency of the leave.
Choose a Private Plan to Save Big on Premiums & Get Better Services
Employers can say no to a state PFML plan and instead, go for a private plan to take advantage of various benefits, such as faster underwriting, better service, lower premiums, and more savings. The option also allows you to get access to and choose from a wide range of insurance carriers. Let DBL Center Ltd write your Paid Family and Medical Leave plan in Connecticut today and uncover new possibilities!