Connecticut Leave of Absence (FMLA) laws & compensation compliance analysis

Connecticut Leave of Absence (FMLA): What you need to know

The Connecticut Family and Medical Leave Act (CFMLA) requires certain employers to grant unpaid leave of absence to qualified workers in case of birth or adoption of a child, or serious health condition of the employee, child, spouse, parent, parent-in-law, domestic partner, or the partner's parent or child. Leave may also be taken so that the employee may serve as a bone marrow or organ donor.
In 2016, the CFMLA was amended to allow for leave because of any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty or has been notified of an impending call or order to active duty in the armed forces. The state law will track the federal Family and Medical Leave Act (FMLA) for the purpose of family military leave for a qualifying exigency (CT Gen. Stat. Sec. 31-51kk et seq.).
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The law covers all private employers with 75 or more employees, but does not cover the state or elementary and secondary schools. The number of employees an employer has for the purposes of the CFMLA is determined on October 1 of each year. Out-of-state employees are not counted when determining the number of employees for this purpose (Velez v. Commissioner of Labor, 306 Conn. 475 (Conn. 2012)). Permanent state employees are eligible for up to 24 weeks of family and medical leave during any 2-year period under the State Personnel Act CT Gen. Stat. Sec. 5-248a.
Employees who have worked for the organization for at least 12 months and who have worked at least 1,000 hours in the 12-month period preceding the requested leave are covered by the state family leave law. Work need not be continuous to obtain the necessary number of months ...

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