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

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

In addition to the federal Family and Medical Leave Act (FMLA), some states have their own comprehensive family leave laws that may also require employers to grant employees time off for the birth or adoption of a child or to care for a family member with a serious illness.
Connecticut has such a law.
New paid leave provisions. Effective January 1, 2022, Connecticut’s Act Concerning Paid Family and Medical Leave will provide paid leave through employee payroll contributions. Additional expansions and amendments to the law will also take effect. These amendments are detailed in the sections below.
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The Connecticut Family and Medical Leave Act (CFMLA) requires covered employers to grant leave to qualified workers for the birth or adoption of a child, the serious health condition of the employee, or the serious health condition of covered family members.
Leave may also be taken so that the employee may serve as a bone marrow or organ donor.
The CFMLA also provides leave for any qualifying exigency arising out of the fact that a covered family member is on active duty or has been notified of an impending call or order to active duty in the armed forces. (CT Gen. Stat. Sec. 31-51kk et seq.).
Covered employers. The law covers all private employers with 75 or more employees but does not cover the state, cities, or schools. The number of employees an employer has for the purposes of the CFMLA is determined on October 1 of each year.
Effective January 1, 2022, the law will expand to cover all private employers with one or more employees.
Out-of-state employees are not counted when determining the number of employees for this purpose (Velez v. Commissioner of Labor, 306 Conn. ...

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