In 2024, Governor Ned Lamont signed Senate Bill 222, which expanded the state’s family violence leave law to include survivors of sexual violence. SB-222 provides survivors of sexual violence up to 12 days of unpaid leave per calendar year for reasons related to sexual assault, including to seek medical or psychological care, obtain services from a victim services organization, relocate, or participate in a civil or criminal proceeding. Additionally, survivors of sexual violence are also covered by CTPL to receive income replacement benefits for Safe Leave
Eligibility
Almost all businesses with 1 or more employees working in Connecticut are covered employers. The State of Connecticut is a covered employer as to its non-unionized workforce. Sole proprietors or self-employed individuals may also be eligible if they have chosen to enroll in the CT Paid Leave Program.
The following are NOT covered employers:
- Federal government
- Municipalities, unless their unionized employees collectively bargain to participate
- Public school operators, as to their certified employees, unless such employees collectively bargain to participate
- Railroads
- Governments of other states
- Sovereign nations including federally recognized tribes, unless entered into an agreement with the Governor to authorize employees of the tribe and any tribally owned business to participate in CT Paid Leave
In order to be eligible:
- Worker must earn at least $2,325 in the highest earning quarter of the first 4 out of the 5 most recently completed quarters (from 1 or more covered employers in CT)
- Money must have been earned through covered employment in CT
- Worker must be:
- Currently employed by a covered employer; or
- Have been employed by a covered employer and/or multiple covered employers in the last 12 weeks immediately preceding the need for benefits; or
- Be an enrolled sole proprietor/self-employed individual
- If a person works for a covered employer and is an enrolled sole proprietor/self-employed individual, both the wages and the self-employment earnings will be counted.
CTPL and its Claims Administrator, Aflac, determine eligibility and benefits; employers do not make this decision.
Qualifying Reasons for Leave
Safe Leave: To address certain issues arising from family violence or sexual assault.
The Connecticut Family Violence Leave Act requires employers to provide up to 12 days of unpaid leave to employees for the specified Safe Leave reason. An employee may also apply to CTPL for up to 12 days of income replacement benefits for the same reasons. Qualifying reasons for Safe Leave include: to seek medical or psychological care for injury or disability for the victim, to receive services from a victim service organization, to relocate due to family violence or sexual assault, and to participate in any legal proceeding related to domestic or sexual violence. Your advocate can support you in the application process.
Medical Leave: To receive treatment for or recover from one’s own serious health condition (including pregnancy and serving as an organ/bone marrow donor).
Bonding Leave: To bond with a new child who has entered the home through birth, adoption, or foster care.
Caregiver Leave: To care for a family member experiencing a serious health condition.
Qualifying Exigency Leave: To engage in certain activities arising from a spouse, child, or parent who is on federal active duty, or has been notified of an impending call or order to federal active duty in the Armed Forces.
Military Caregiver Leave: To care for a family member who is a member of the military and who has experienced a serious injury or illness that occurred in the line of active duty in the Armed Forces.
Leave Schedules
CTPL provides up to 12 weeks of coverage in a 12-month period for most leave reasons. An additional 2 weeks may be available for incapacitation during pregnancy, including prenatal appointments. Up to 12 days of the 12 weeks may be used for Safe Leave.
Leave can be taken as:
- Block leave: Absence taken as a consecutive span of time for a single qualifying reason.
- Reduced schedule: A leave schedule that reduces an employee’s usual number of working hours per workweek or hours per workday for a period of time (normally from a full-time schedule to a part-time schedule).
- Intermittent leave: Leave in separate, non-consecutive time periods rather than a single span of time for a single qualifying reason.
Advocate Assistance
To receive assistance with CTPL, please connect with an Alliance advocate. We can help you walk through the process and file the necessary documentation.
To learn more about the program and start your claim, visit ctpaidleave.org.
Downloadable Resources
| Image | Link | Title | Content |
|---|---|---|---|
| CT Paid Leave Guide for Workers (English) | |||
 | CT Paid Leave Guide for Workers (Spanish) |