Connecticut has enacted legislation that amends a law entitling employees to paid family and medical leave. The amendments take effect Oct. 1, 2024.
The Details
Covered Employers
The amendments make clear that the definition of a covered employer also includes a federally recognized tribe that has entered into a memorandum of understanding with the state to authorize employees of both the tribe and any tribally owned business to participate in the paid family and medical leave program.
Registration and Reporting
An employer making payment of any wages to an employee must register and submit required reports in a form and manner prescribed by the Paid Family and Medical Leave Insurance Authority.
Expanded Benefits
By way of background, the state also has a law that requires employers with three or more employees to provide leave to victims of family violence, so they can:
- Seek medical care or psychological or other counseling for physical or psychological injury or disability for the victim;
- Obtain services from a victim services organization on behalf of the victim;
- Relocate; or
- Participate in any civil or criminal proceeding.
An employer may limit unpaid family violence leave to 12 days in a calendar year. Employees may receive wage-replacement benefits from the paid family and medical leave program when they are on such leave.
The amended law entitles victims of sexual assault to the same rights and benefits.
Next Steps
Connecticut employers should:
- Review the law in full.
- Determine if any changes to policies and procedures are necessary.
- Train supervisors on any changes made.
Have Questions?
Please contact your dedicated service professional with any questions.