Connecticut Paid Family and Medical Leave Law Amended

August 13, 2024

On October 1, 2024, pursuant to Public Act No. 24-5 (the Act), several amendments to the Connecticut Paid Family and Medical Leave (PFML) law will take effect.

For example, as amended, an employee may receive PFML benefits and compensation under the state's victim compensation program simultaneously, provided the employee's total compensation does not exceed their regular compensation rate.

Additionally, qualifying reasons for PFML benefits are expanded to incorporate leave for victims of sexual assault following amendments to the family violence victim leave law requiring leave for victims of sexual assault.

Furthermore, the definition of covered employers is expanded to include a federally recognized tribe that has entered a memorandum of understanding pursuant to section 6 of the Act.

Covered employers should review the Act for further details and update their leave policies and communications to reflect applicable changes.

Public Act No. 24-5 »