Connecticut · CT PFML
Connecticut paid family leave
Connecticut Paid Leave is fully employee funded and administered by the Connecticut Paid Leave Authority, with a private plan route available to employers.
At a glance
Maximum duration
12 weeks in a 12-month period, plus up to 2 additional weeks for pregnancy-related incapacity
Benefit formula
95% of wages up to 40 times the state minimum wage, then 60% of wages above that
Waiting period
None
Private plans
Program detail
How CT PFML works
CT PFML
- Program
- Connecticut Paid Leave (CT PFML)
- Contributions effective
- January 1, 2021
- Benefits effective
- January 1, 2022
- Covered employers
- Employers with one or more employees in Connecticut
- Employee eligibility
- Earned at least $2,325 in the highest-earning quarter of the base period and currently employed or employed within the last 12 weeks
- Covered reasons
- Own serious health condition
- Bond with a new child
- Care for a family member with a serious health condition
- Qualifying military exigency
- Safe leave related to family violence
- Maximum duration
- 12 weeks in a 12-month period, plus up to 2 additional weeks for pregnancy-related incapacity
- Waiting period
- None
- Contribution rate
- 0.5% of wages
- Employee share
- 100% employee funded
- Benefit formula
- 95% of wages up to 40 times the state minimum wage, then 60% of wages above that
- Maximum weekly benefit
- 60 times the Connecticut minimum wage
- Private plans allowed
- YesFully insuredSelf-funded
- Approval and election
- A private plan must be approved by a vote of 50% plus one of the employer’s Connecticut employees, and must meet or exceed every state plan benefit.
- State resource
- ctpaidleave.org/
- Information as of
- January 1, 2026
What this means for you
Employer and employee view
If you are the employer
Connecticut permits a private plan, so you can meet the mandate with a Limemint plan instead of the state fund. It must be at least as generous as CT PFML, and employee contributions cannot exceed the state rate.
Connecticut is an upcoming state for us. We write private plans in New York today, with New Jersey and Massachusetts launching soon, and we can tell you where Connecticut sits on the roadmap.
A private plan must be approved by a vote of 50% plus one of the employer’s Connecticut employees, and must meet or exceed every state plan benefit.
Employer detailIf you are an employee
You qualify based on earned at least $2,325 in the highest-earning quarter of the base period and currently employed or employed within the last 12 weeks. Benefits run for 12 weeks in a 12-month period, plus up to 2 additional weeks for pregnancy-related incapacity, and there is no waiting period before your first payable week.
How to file a claimEstimate
What CT PFML might pay
A rough figure based on the published formula and weekly maximum. Nothing is submitted.
Estimate your weekly benefit
Two inputs, a rough number. Nothing is submitted or saved.
Enter your average weekly pay to see an estimate for CT PFML.
This is an estimate only. Your actual weekly benefit depends on your base-period wages, the state formula in effect when your leave begins, and any other income you receive during leave. It is not a determination of eligibility or a promise of payment.
Other jurisdictions
Compare nearby programs
New York is available now. New Jersey and Massachusetts are launching soon. The rest are upcoming states.
Talk to a specialist
Discuss a Connecticut plan
Talk to a specialist
Tell us where your employees work and how you handle leave today. We will walk through the statutory programs that apply, your private plan options, and what implementation looks like.
Helpful to have ready
- Which states mandate paid family leave for your workforce
- Where a private plan is permitted and what the election process involves
- How the coverage and leave management platform work as one system
Best for
Employers, insurance brokers, and benefit administrators with multi-state obligations or an upcoming effective date.