PFML And Employer PFML Contribution Requirements In Connecticut

Even if your business is exempt from the Family and Medical Leave Act (FMLA), you might still have to participate in the Paid Family and Medical Leave (PFML). FMLA provides certain employees with unpaid protected leave for specific family or medical-related reasons. PFML, on the other hand, provides paid protected leave to workers for family and medical-related reasons (similar to those covered by FMLA). To know more about paid FMLA in Connecticut, contact DBL Center Ltd today! 

Difference Between PFML & FMLA

Because the benefits look quite similar, people often confuse PFML with FMLA. However, the two laws are very different from each other, especially when it comes to who and what they cover. First of all, FMLA is a federal law as opposed to the state-offered PFML and only applies to employers with over 75 employees. PFML applies to all employers regardless of the size of their workforce. If we talk about Connecticut in particular, PFML requires employers to provide paid leave for reasons covered under the existing Connecticut Family and Medical Leave Act (CTFMLA). The PFMLA covers all private employers including those with just as few as one employee.

PFML Law — Contribution Guidelines in Connecticut

The Connecticut PFML law does not require employers to contribute towards the program. State government employees who belong to unions are also exempt. However, employers are responsible for withholding the payroll deductions for each employee and submitting the funds quarterly to the CT Paid Leave Authority. An employer’s failure to submit the contributions may result in an assessment of penalties in addition to the required withholdings. No matter the size of the workforce, you will always be responsible for withholding the covered individual share.

Coming to family leaves, all employers can withhold the entire family leave contribution from their covered individuals but it’s up to them to set the withholding rates for their workforce. Using an online contribution calculator, you can determine whether you’re required to pay the employer share and estimate how much must be withheld from wages based on your workforce and payroll.

Go for a Private Plan to Get the Most Out of Your Coverage

Though PFML is underwritten and paid by the state of Connecticut, employers can go for a private plan. This provides you with a variety of benefits, such as faster underwriting, better service, lower premiums, and more savings. Offering better benefits to your employees can also help in improving employee retention.

Depending on their preference, employers in Connecticut can use FMLA as a stand-alone benefit or bundle it with ancillary benefits, including dental, vision, and group life insurance — to save more money. The latter option also offers you access to a wide range of insurance carriers, allowing you to choose the best plan for yourself.

Looking for private plans, fast and flexible payouts, and great discounts on PFML benefits? Let DBL Center Ltd write your Paid Family and Medical Leave plan in Connecticut! Give us a call today!


Paid Family Medical Leave (PFML) In Connecticut: How It Works

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.

Employers

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!