How does the Connecticut Family and Medical Leave Act (CT FMLA) work?

Quick answer
CT FMLA applies to employers with 1 or more employees working in Connecticut. Eligible employees generally receive up to 12 weeks of unpaid, job-protected leave in a 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, or a military-related qualifying exigency. Some employees may qualify for 14 or 26 weeks in certain circumstances.

Who this applies to / Prerequisites

• Employees who work in Connecticut and have 3 consecutive months of tenure with their current employer.
• CT FMLA 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, like paraprofessionals, custodians, cafeteria workers, or clerical staff. Most teachers and administrators are excluded.

Key facts

1. CT FMLA generally provides up to 12 weeks of unpaid, job-protected leave in a 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; or a qualifying military exigency involving the employee's spouse, child, or parent.
2. CT FMLA defines "family member" as a spouse, sibling, parent, child, grandparent, grandchild, or an individual whose close association is the equivalent of those relationships (a 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 — the additional 2 weeks are available only during the pregnancy.
4. Employees may be entitled to 26 total weeks in a measured forward 12-month period to care for a covered servicemember (spouse, child, parent, or next of kin) with a serious injury or illness.
5. If two spouses work for the same employer, they may be limited to a combined total of 12 weeks for birth/bonding, adoption/foster placement, or family member care, and a combined total of 26 weeks for covered servicemember care.
6. Leave can be used intermittently and on a reduced schedule if needed.
7. CT FMLA runs concurrently with federal FMLA and CTPL when applicable.

What if it doesn't work

• I'm not sure if I'm covered given my school employer or job type: Contact your Leave Success Manager to confirm your eligibility.
• My spouse and I work for the same employer and need leave at the same time: The combined limits above may apply — contact your Leave Success Manager for guidance.
• If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

• CT FMLA leave is unpaid.
• CT FMLA does not apply to public school operators, and generally does not apply to nonpublic elementary/secondary schools except for certain non-certified positions.
• The 14-week extension applies only during pregnancy and only for a serious health condition causing incapacitation.

Related questions

• How does Connecticut Paid Leave (CTPL) work?
• What other Connecticut leave laws does Tilt support?