![]() Due to a serious health condition of the employee. ![]() ![]() To care for the family member of an employee with a serious health condition.Upon the placement of a son or daughter with the employee for adoption or foster care.Upon the birth of a son or daughter of the employee.A rolling 12-month period measured backward from an employee’s first day of leave taken under the CT FMLA.Įligible employees may take CT FMLA leave for any of the following permitted purposes:.A 12-month period measured forward from an employee’s first day of leave taken under the CT FMLA or.Any fixed 12-month period, such as a fiscal year or a 12-month period measured forward from an employee’s first date of employment.The 12-month period may be determined utilizing any one of the following methods: Eligible employees may also take up to two additional weeks of leave during such 12-month period for a serious health condition resulting in incapacitation that occurs during pregnancy. Amount of LeaveĬT FMLA entitles eligible employees to a total of 12 workweeks of leave during any 12-month period. Eligible EmployeesĪn employee who has been employed at least three months immediately preceding his or her request for leave. Covered EmployersĮffective January 1, 2022, the CT FMLA is applicable to employers with one or more employees working in Connecticut. This article summarizes the CT FMLA and highlights what we know for far about the anticipated changes taking effect. It is anticipated that the Connecticut Labor Commissioner will adopt regulations to implement these amendments along with the CT PFML Program by January 2022. For more information about the CT PFML Program, visit our blog post. In tandem with these amendments, the Connecticut Paid Family and Medical Leave (CT PFML) Program was also created to provide wage replacement for eligible employees who take leave for a permitted purpose under CT FMLA. In June 2019, significant amendments were made to the CT FMLA, with key changes effective January 1, 2022. An additional 2 weeks of leave may be available for incapacitation during pregnancyĮmployer can require employees to use all accrued time for paid time offĮmployer can require employees to use accrued time off but must allow employee to keep up to two weeks of accrued paid time offĬonnecticut’s Family and Medical Leave Act (CT FMLA) applies to employers with 75 or more employees nationwide and entitles eligible employees to a total of 16 workweeks of unpaid leave during any 24-month period.Up to 12 weeks of leave allowed (up to 16 weeks for military caregiver leave) in a 12-month period Employees must have worked at least 1,000 hours in 12 months immediately preceding the date of leaveġ6 weeks of leave allowed in a 24-month period.This table provides a summary of the anticipated changes to Connecticut Family and Medical Leave beginning January 1, 2022:Īpplies to employers with 75 or more employeesĪpplies to employers with 1 or more employeesĮmployees must have worked at least 12 months for the employer
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