Connecticut Expands Paid Family Leave to Public Employees: 10 Things You Need to Know
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As of June 2025, Connecticut expanded its Paid Family and Medical Leave (PFML) program to include certain public and non-public elementary and secondary school employees—specifically, those whose positions do not require professional certification under Chapter 166 of the Connecticut General Statutes.
Beginning October 1, 2025, schools will be required to register with the CT Paid Leave Authority, deduct the 0.5% employee contribution from eligible workers’ wages, and remit those contributions quarterly to the Authority. This change aligns school-based non-certified staff with other eligible workers across the state who already participate in the program. To make it easy, we've outlined the top 10 frequently asked question topics public entities have when it comes to CT PFML.
1. Eligibility Criteria
To qualify for Connecticut Paid Family and Medical Leave (PFML), public employees must meet four key requirements:
- Employee Type: The employee must be a non-certified staff member—that is, someone whose position does not require a professional certification under Chapter 166 of the Connecticut General Statutes. This includes many support roles in public and private schools, such as paraprofessionals, administrative staff, and custodians.
- School employees whose positions do require certification, such as teachers at public schools, will continue to not be covered under CT Paid Leave unless their union collectively bargains for participation in the program.
- Earnings Threshold: The employee must have earned at least $2,325 during their highest-earning quarter within the base period (the first four of the last five completed quarters prior to the claim).
- Recent Employment: The employee must have been employed by a covered employer within the 12 weeks immediately before the start of their leave.
- Qualifying Reason for Leave: The employee must be taking leave for one of the six qualifying reasons under CT Paid Leave:
- Their own serious health condition
- To care for a family member with a serious health condition
- Bonding with a new child through birth, adoption, or foster care
- Military caregiver leave for a family member injured during active duty
- Qualifying exigency leave related to a family member’s military deployment
- Safe leave due to family violence or sexual assault
2. Application Process
Eligible public employees must apply through the CT Paid Leave Authority portal. The steps include:
- Create an account on the CT Paid Leave website.
- Submit an application detailing the reason for leave.
- Upload required documentation (see below)
- Await approval and benefit determination.
3. Required Documentation
Applicants must provide documentation that supports the reason for leave, which may include:
Required Documents:
- Identity Verification Documents: Acceptable forms include a driver’s license, passport, or other government-issued ID.
- Employment Verification: This may include recent pay stubs, a letter from the employer, or other documentation confirming employment with a covered employer.
- Documents Supporting the Leave Reason: Depending on the type of leave, this may include:
- Medical certification from a healthcare provider
- Birth or adoption records
- Military deployment or caregiver documentation
- Police reports or court documents for safe leave
Optional Documents:
- Third-Party Authorization to Release Form: Allows the CT Paid Leave Authority to communicate with someone else on the employee’s behalf.
- Payment Election Form: Lets the employee choose how they want to receive their benefit payments (e.g., direct deposit or debit card).
- Tax Forms: Employees may submit forms to specify tax withholding preferences for their paid leave benefits.
4. Benefit Calculation
Benefits are calculated based on the employee’s earnings:
- Employees may receive up to 95% of their average weekly wage, capped at 60 times the state minimum wage.
- As of mid-2025, this equates to a maximum weekly benefit of approximately $900–$1,000, depending on wage levels
5. Duration of Leave
Eligible public employees can take up to:
- 12 weeks of paid leave in a 12-month period.
- An additional 2 weeks may be available for pregnancy-related incapacitation.
- Up to 12 days of paid leave may be taken as safe leave for reasons related to family violence or sexual assault. This includes time needed to:
- Seek medical or psychological care
- Obtain services from a victim services organization
- Relocate due to violence
- Participate in civil or criminal proceedings related to the violence
6. Job Protection
While CT Paid Leave provides wage replacement, job protection is governed by the Connecticut Family and Medical Leave Act (CTFMLA) or the federal FMLA. Public employees should confirm with their HR department whether their position is protected under these laws during leave.
7. Coordination with Other Benefits
Connecticut Paid Family and Medical Leave (CT PFML) is designed to work alongside other benefits, but there are important rules and limitations to keep in mind. CT Paid Leave can run concurrently with:
- Federal Family and Medical Leave Act (FMLA), if the employee is eligible.
- Employer-provided sick leave or vacation time, depending on the employer’s policy.
- Other wage replacement programs, such as short-term disability (STD) and long-term disability (LTD), when applicable.
However, employees cannot receive more than 100% of their regular wages when combining CT Paid Leave with any other benefits.
Coordination with Short-Term and Long-Term Disability
When an employee qualifies for both CT Paid Leave and STD or LTD (typically for their own serious health condition), the following rules apply:
- Concurrent Use: Benefits may be received from both programs, but the total combined amount cannot exceed the employee’s normal weekly or monthly earnings.
- Primary vs. Secondary Payer: STD is often considered the primary payer, with CT Paid Leave supplementing the difference up to the wage cap. This can vary based on the employer’s policy and the terms of the disability insurance.
- Separate Applications: Employees must apply for CT Paid Leave and STD/LTD separately. CT Paid Leave is administered by the state (via Aflac), while STD and LTD are typically managed through private insurance carriers.
- Eligibility Differences: STD and LTD may have different definitions of disability, waiting periods, and coverage criteria. For example, STD usually requires a condition that prevents the employee from working entirely, while CT Paid Leave may also cover caregiving and bonding.
- Employer Policy Matters: Some employers may require employees to exhaust STD before accessing CT Paid Leave, or vice versa. Coordination policies should be clearly outlined in the employer’s HR or benefits documentation.
8. Impact on Pay and Benefits
While on CT Paid Leave:
- Employees receive partial wage replacement.
- Health insurance and other benefits may continue, but this depends on the employer’s policies and whether the leave is job-protected.
9. Returning to Work
Employees should:
- Notify their employer of their intended return date.
- Provide any required fitness-for-duty documentation, if applicable.
- Coordinate with HR to reinstate benefits or work schedules.
10. Grievance Process
If an application is denied:
- Employees can appeal the decision through the CT Paid Leave Authority.
- The appeals process includes submitting additional documentation or requesting a hearing.
Final Thoughts
With the recent legislative change, Connecticut’s Paid Family and Medical Leave program now includes eligible public employees. This expansion aligns the public sector with the private sector, where employees have had access to paid leave benefits since the program’s launch. Public employees who meet the eligibility criteria can now apply for wage replacement benefits for qualifying family and medical leave reasons under the same framework. For more information, visit the CT Paid Leave Authority website.