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What other Connecticut leave laws does Tilt support?

Additional coverage for Connecticut's less common leave situations

 

Quick answer
 Beyond CT FMLA and CTPL, Tilt supports several less-common Connecticut leave laws, including Civil Air Patrol Leave, Elected Official Leave, Domestic Violence Leave, Family Violence Victim Leave, Family Homicide Victim Leave, Jury Duty Leave, Military/National Guard Leave, Volunteer Firefighter/Emergency Responder Leave, and Witness/Victim Leave. These are customized on a case-by-case basis since the type and amount of support needed can vary.

Who this applies to / Prerequisites

  • Employers and employees in Connecticut covered by one of the laws listed below.

Key facts

  1. Civil Air Patrol Leave: Covered employers must provide unpaid leave for eligible Civil Air Patrol members responding to an emergency or assistance request, or participating in required training or exercises.
  2. Elected Official Leave: Covered employers must provide unpaid leave of not more than two consecutive terms of office for eligible employees who accept a full-time elective municipal or state office position.
  3. Domestic Violence Leave (part of the Connecticut Fair Employment Practices Act): Covered employers must consider unpaid leave as a reasonable accommodation if the employee or their child is a victim of domestic violence, sexual assault, or human trafficking and needs time away from work.
  4. Family Violence Victim Leave: Covered employers must provide unpaid leave for eligible employees who are victims of family violence and need time away from work for related reasons.
  5. Family Homicide Victim Leave: Covered employers must provide unpaid leave for eligible employees who are the parent, spouse, child, or sibling of a homicide victim to attend criminal court proceedings.
  6. Jury Duty Leave: Covered employers must provide 5 days of paid leave for eligible employees responding to a jury summons; any additional days are unpaid.
  7. Military/National Guard Leave: Covered employers must provide unpaid leave for eligible employees ordered to perform military duty in Connecticut's armed forces, any reserve component of the US armed forces, or the National Guard of any state.
  8. Volunteer Firefighter/Emergency Responder Leave: Covered employers must provide unpaid leave for eligible active volunteer firefighters or ambulance service members who arrive late or are absent due to responding to a fire or ambulance call.
  9. Witness/Victim Leave: Covered employers must provide unpaid leave for eligible employees who must appear as a witness in a Connecticut criminal proceeding, or who wish to attend court or participate in an investigation as a crime victim.

What if it doesn't work

  • I need more detail on one of these laws: Reach out to your Tilt contact for more information.
  • I'd prefer to manage one of these leaves in-house: Some employers choose to handle these internally, especially for sensitive situations — contact your Tilt contact to discuss.
  • If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

  • These laws generally apply to private employers; public/state employers may face additional or different requirements.
  • Tilt customizes leave plans for these laws as needed rather than using a standard process, since support needs vary by circumstance.
  • Jury Duty Leave is partially paid (5 days); all others listed are unpaid.

Related questions

  • How does the Connecticut Family and Medical Leave Act (CT FMLA) work?
  • Does Tilt support Connecticut's paid sick and safe time law?