10 Key Questions About Leave Laws in Connecticut

July 21st 2025

Connecticut labor laws provide various types of leave to support employees during personal illness, family care responsibilities, and other major life events. 

Both employers and employees need to understand these laws to ensure proper compliance and access to available benefits. This article answers ten common questions about Connecticut’s leave laws to offer clear and helpful guidance.

This Guide Covers

1. What are the leave laws in Connecticut?

Connecticut observes three major leave laws that allow eligible employees to take time off to care for their own or a family member’s health. These laws include CT Paid Sick Leave, CT Family and Medical Leave Act, and the CT Paid Leave Act. Each law has specific eligibility criteria, rules, and benefits.

Connecticut adheres to the federal Family and Medical Leave Act (FMLA) as well, which requires covered employers to provide eligible employees with unpaid, job-protected leave for specific family and medical reasons.

Connecticut law also offers additional leave provisions for serving on a jury or in the military.

2. What are the different types of leave available in Connecticut?

The following leave types are available in Connecticut as per state and federal law:

  • Family and Medical Leave Act (FMLA): Connecticut adheres to the federal FMLA, under which covered employers need to provide eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for qualifying family and medical reasons. Eligible employees can also take up to 26 weeks of military caregiver leave in a 12-month period under the FMLA.
  • Connecticut Family and Medical Leave Act (CTFMLA): Eligible employees in Connecticut, who have been employed for at least three consecutive months, are entitled to up to 12 weeks of unpaid, job-protected leave within a 12-month period for certain family or medical reasons. Employees can take this leave to care for a new child (after birth, adoption, or foster care), to care for their own or a family member’s serious health condition, to serve as a bone marrow or organ donor, to care for a family member injured during active military duty, or to address a certain urgent situation due to a family member’s military service. CTFMLA also provides up to 14 weeks of leave to employees who are unable to work due to pregnancy-related health issues, and up to 26 weeks of military caregiver leave in a 12-month period.
  • Connecticut Paid Leave (CTPL): The Connecticut Paid Leave Program gives eligible workers income-replacement benefits while they take time off to care for themselves or their families. To qualify, a worker must either be employed by or have worked for a covered employer within the past 12 weeks when they apply for the leave. Self-employed Connecticut residents can also take CT Paid Leave under certain circumstances. Covered employers include nearly all businesses with at least one employee in Connecticut and the State of Connecticut (only for non-union workers). In addition, workers must have earned at least $2,325 in their highest-earning quarter from the first four of their last five completed quarters. Employees are required to contribute 0.5% from their paycheck to fund the program.
  • CT Paid Sick Leave: Under Connecticut Paid Sick Leave, employees earn one hour of paid sick leave for every 30 hours worked, up to 40 hours per year (any 365-day period chosen by the employer). Employers must pay employees their regular or the applicable minimum wage (whichever is higher). Most employers with 25 or more employees must provide CT Paid Sick Leave starting January 1, 2025. Employees can start using their accrued leave 120 days after being hired. Paid sick leave can be used to care for an employee’s or a family member’s illness, injury, medical care, mental health wellness, or in situations involving public health emergencies, exposure to communicable diseases, or being a victim of family violence or sexual assault. From January 1, 2027, this benefit will expand to most employers with one or more employees.
  • Jury Duty Leave: In Connecticut, employers must provide paid leave for employees summoned for jury duty and are prohibited from discharging or discipling employees for serving as a juror. Full-time employees (those working at least 30 hours per week) are entitled to receive their regular wages for the first five days (or part thereof) of jury service.
  • Military Leave: Connecticut employees who are members of the state armed forces or U.S. military reserves are entitled to up to three calendar weeks of paid military leave for required field training (including Annual Training and other Active Duty Training periods) and up to 30 calendar days per year for unscheduled emergency call-ups (including natural disasters and civil disorders).

Learn more about leave laws in Connecticut.

3. How long is a leave of absence in Connecticut?

The duration of a leave of absence in Connecticut depends on the type of leave:

  • FMLA Leave: Up to 12 weeks of unpaid, job-protected leave in a 12-month period for qualifying family and medical reasons, and up to 26 weeks of military caregiver leave in a 12-month period.
  • CTFMLA Leave: Up to 12 weeks of unpaid, job-protected leave within a 12-month period for certain family or medical reasons. It also provides up to 14 weeks of leave for pregnancy-related health issues and up to 26 weeks of military caregiver leave in a 12-month period.
  • CT Paid Sick Leave: One hour of paid sick leave for every 30 hours worked; up to 40 hours per year.
  • Jury Duty Leave: For the duration of jury service. Full-time employees receive up to five days of paid leave.
  • Military Leave: Paid leave of up to three calendar weeks for required field training and up to 30 calendar days per year for unscheduled emergency call-ups.

4. Are part-time employees entitled to leave in Connecticut?

Yes, part-time employees are entitled to a few types of leave in Connecticut.

Eligible part-time employees are allowed to accrue CT paid sick leave based on the number of hours they work. The accrual rate is one hour for every 30 hours worked.

Part-time employees can qualify for the CT Paid Leave program if they meet the requirements. To be eligible, the employee must be currently employed by or have worked for a covered employer within the last 12 weeks when taking leave. They must have also earned a minimum of $2,325 in their highest-earning quarter from the first four of the last five completed quarters.

Read more to know your rights as an hourly employee in Connecticut.

5. Do employees get paid while on leave in Connecticut?

In Connecticut, employees are entitled to receive pay while on certain types of leave, such as the CT Paid Sick Leave. Employers must pay employees at their regular hourly wage rate or the minimum wage rate applicable for their sick leave period (whichever is greater).

Eligible employees can receive income-replacement benefits if they take leave for qualifying family or health reasons under the CT Paid Leave Act. 

The benefit received depends on the employee’s earnings. If an employee earns up to 40 times the Connecticut minimum wage, they will receive 95% of their average weekly pay. If they earn more than that, they will get 95% of the Connecticut minimum wage multiplied by 40 plus 60% of the earnings above that amount. However, the total benefit amount cannot exceed 60 times the state’s minimum wage.

In Connecticut, employees are also paid while on jury duty leave. Full-time employees (those who work at least 30 hours a week) receive their regular wages for the first five days of serving jury duty, or any part thereof. If a jury trial lasts longer than five days, the juror is paid $50 by the state for each day thereafter.

For jurors, whose regular wages consist of commissions, the daily pay for the first five days of jury service is calculated based on their average daily commission earnings during the previous month.

6. What happens to employee benefits while they’re on leave in Connecticut?

Employers in Connecticut are not required by CTFMLA to maintain an employee’s health benefits while they are on leave. However, employers should notify employees whether or not their health benefits will be retained.

For any paid portion of the CTFMLA leave (when an employee uses another PTO concurrently), premiums are deducted as usual. For the unpaid portion of the leave, the employee must continue paying their share of the premium to retain benefits, or the employer may cover the cost and seek reimbursement later.

Other employee benefits, such as pensions and life insurance, remain unaffected while an employee is on CTFMLA leave, and must be restored when the employee returns to work.

7. Can unused leave be carried over to the next year in Connecticut?

Connecticut law allows employees to carry over up to 40 unused accrued hours of CT Paid Sick leave from the current year period to the next year period. However, employees cannot use more than 40 hours of paid sick leave in any year, unless the employer allows them to.

8. Can you get fired while on leave in Connecticut?

Yes, employees in Connecticut can be fired while on leave because Connecticut is an “at-will” employment state. However, an employer in Connecticut cannot fire an employee because they took leave under the FMLA, CT Paid Sick Leave Act, the CTFMLA, or for serving as a juror, as these leave laws offer job protection.

Learn about Connecticut’s termination laws.

9. Can you quit your job while on leave in Connecticut?

Yes, in Connecticut, employees can quit their jobs while on leave due to the at-will employment policy. However, if an employee resigns during their FMLA or CTFMLA leave, the employee will lose their right to job protection.

10. What can you do if your leave rights get violated in Connecticut?

If an employee’s leave rights get violated in Connecticut 一 whether under the CTFMLA or the CT Paid Leave program — the employee can file a complaint with the Connecticut Department of Labor (CTDOL) or take legal action in Superior Court.

If the employee’s CT paid leave benefits application is denied, they can appeal to CTDOL’s Appeals Division after receiving a final denial.

For CT Paid Sick Leave violations, employees can file a complaint with the Labor Commissioner, who may hold a hearing. Employees covered by a collective bargaining agreement that includes paid sick days will be informed of their right to file a grievance through their collective bargaining agent.

If the employer is found to have retaliated or discriminated against the employee, they may face a $500 penalty per violation to the CTDOL. Violations of other provisions of the paid sick leave law may result in a $100 penalty per case.

The commissioner may also order additional relief, like payment for unused sick leave, reinstatement, back pay, and restoration of benefits. Any party can appeal the decision in the Superior Court.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.