How does Connecticut Paid Leave (CTPL) work?

Quick answer
CTPL applies to most employers with 1 or more employees working in Connecticut. Eligible employees can receive up to 12 weeks of partial wage replacement in a rolling backward 12-month period for reasons including their own serious health condition, caring for a family member, bonding with a new child, organ/bone marrow donation, a military-related qualifying exigency, or addressing family violence or sexual assault.

Who this applies to / Prerequisites

• Employees who work in Connecticut and meet earnings requirements in the base period (the highest-earning quarter of the first four of the five most recently completed quarters). For 2025, the earnings requirement is $2,325.
• The employee must be a current employee, or have been one within 12 weeks prior to the leave.
• CTPL does not apply to public school operators, and generally does not apply to nonpublic elementary or secondary schools — except for positions not requiring professional certification. Most teachers and administrators are excluded.

Key facts

1. CTPL provides up to 12 weeks of partial wage replacement in a rolling backward 12-month period for: the employee's own serious health condition (including pregnancy/childbirth); caring for a family member with a serious health condition; the birth of a child (within 12 months of birth); placement of a child for adoption or foster care (within 12 months of placement); serving as an organ or bone marrow donor; a qualifying military exigency; or addressing family violence or sexual assault (relocation, medical/psychological care, attending proceedings, or seeking victim services).
2. CTPL defines "family member" the same way as CT FMLA: a spouse, sibling, parent, child, grandparent, grandchild, or an individual with an equivalent significant personal bond.
3. Employees may be entitled to 14 total weeks in a 12-month period if a serious health condition causes incapacitation during pregnancy (2 additional weeks, available only during pregnancy), or up to 12 total days in a 12-month period specifically for family violence leave reasons.
4. Unlike CT FMLA, if two spouses work for the same employer, each may generally use up to 12 weeks of CTPL leave during a 12-month period — CTPL eligibility does not increase eligibility for CT FMLA leave.
5. Leave can be used intermittently and on a reduced schedule if needed.
6. During CTPL leave, employees receive up to 95% of their base weekly earnings up to an amount equal to 40 times the state minimum wage, and 60% of earnings above that amount. For 2025, the maximum weekly benefit is $981.
7. There is no waiting period for CTPL benefits.
8. CTPL benefits are funded through payroll tax deductions; employers must report wages and remit contribution funds quarterly.
9. Employees apply directly through the state of Connecticut, or, if their employer has an approved private plan, through an insurance carrier or directly with HR.
10. CTPL runs concurrently with CT FMLA and federal FMLA when applicable.

What if it doesn't work

• I'm not sure if I meet the earnings requirement: Check your base period earnings against the current threshold, or contact your Leave Success Manager.
• I'm not sure how to apply: This depends on whether your employer uses the state program or an approved private plan — contact your Leave Success Manager.
• If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

• The 2025 earnings requirement ($2,325) and maximum weekly benefit ($981) are specific to 2025 and may change in future years.
• CTPL does not apply to public school operators, and generally does not apply to nonpublic elementary/secondary schools except for certain non-certified positions.
• CTPL eligibility does not expand CT FMLA eligibility.

Related questions

• How does the Connecticut Family and Medical Leave Act (CT FMLA) work?
• What other Connecticut leave laws does Tilt support?