PFML status
Active PFML program
Connecticut Paid Family and Medical Leave
2026Active PFML programConnecticut Paid Leave
$1,016/week · 12 family weeks · 0.5% employee premium· Paid sick leave mandate.
By Sammy S. · Founder · AuthorUpdated for 2026
Connecticut paid leave snapshot
Employee-funded CT Paid Leave with high replacement rates and a 12-week framework. Weekly-max rank #12 (#1 = highest among all jurisdictions); family-weeks rank #10.
Max weekly
$1,016
Min $0
Family weeks
12
Benefit year
Employee premium
0.5%
Employee-funded
Paid sick leave
Paid sick leave
Statewide paid sick leave (expanded coverage in recent years).
Compare Connecticut with another state
Compare any two states
PFML weekly max, weeks, premiums, and paid sick leave mandates.
Connecticut PFML program details
- Program
- Connecticut Paid Family and Medical Leave
- Wage replacement
- 95%
- Medical weeks
- 12
- Combined weeks max
- 12
- Premium payer
- Employee-funded
- Benefits timing
- Benefits available since 2022.
- Wage base / premium note
- Typically capped at the Social Security taxable wage base for the year. Max employee deduction modeled near $922.50 for 2026.
Job protection often comes from CT FMLA / federal FMLA rather than the benefit statute alone.
Example employee PFML premium
On $80,000 annual wages, a 0.5% employee rate models about $400 per year before wage-base caps and employer-size exemptions. Typically capped at the Social Security taxable wage base for the year. Max employee deduction modeled near $922.50 for 2026.
Key takeaways — Connecticut paid leave
- Connecticut PFML status: Active PFML program (Connecticut Paid Family and Medical Leave).
- Modeled weekly maximum $1,016 with about 12 family/bonding weeks and up to 12 medical weeks.
- Employee premium ~0.5% (~$400/year on $80,000 before wage-base caps).
- Paid sick leave mandate. Statewide paid sick leave (expanded coverage in recent years).
- Ranks #12 on weekly max and #10 on family weeks among 51 jurisdictions (#1 = highest).
- Benefits available since 2022.
- 11 other active PFML programs list a higher weekly maximum than Connecticut in this table.
Connecticut vs neighboring states
PFML status, weekly maxima, family weeks, and sick-leave mandates for states that share a border with Connecticut.
| State | PFML | Max weekly | Compare |
|---|---|---|---|
| Connecticut | Active PFML program | $1,016 | This page |
 Massachusetts | Active PFML program | $1,230 | vs CT |
 New York | Active PFML program | $1,229 | vs CT |
 Rhode Island | Active PFML program | $1,103 | vs CT |
Connecticut PFML at the weekly maximum
Illustrative totals if every week paid the modeled maximum. Most claimants receive less; waiting periods and offsets can reduce cash paid.
4 weeks at weekly max
$4,064
$1,016 × 4 wks
8 weeks at weekly max
$8,128
$1,016 × 8 wks
12 weeks at weekly max
$12,192
$1,016 × 12 wks
How to read this page
Connecticut paid leave overview (2026)
Employee-funded CT Paid Leave with high replacement rates and a 12-week framework.
Workers meeting Connecticut program rules can claim partial wage replacement up to about $1,016 per week for qualifying family leave (roughly 95% replacement before caps). Job protection often comes from CT FMLA / federal FMLA rather than the benefit statute alone.
Paid sick leave is tracked separately: Statewide paid sick leave (expanded coverage in recent years).
Premiums and benefits in Connecticut
Modeled payroll shares: employee 0.5%, employer 0%. Typically capped at the Social Security taxable wage base for the year. Max employee deduction modeled near $922.50 for 2026.
At the weekly maximum for 12 weeks, a full family-leave claim could approach $12,192 before taxes and offsets—only if you qualify for the maximum for every week.
Job protection is not guaranteed by a cash benefit alone. Confirm whether FMLA, a state family-leave statute, or PFML restoration rules apply to your employer size and tenure.
Planning leave while working in Connecticut
Map the reason for leave (bonding, family care, own serious health condition, safe leave) to the right program—PFML, disability, sick leave, or unpaid FMLA.
Ask payroll whether PFML premiums already appear on your pay stub and whether the employer uses a private plan.
If you live near a border, compare Connecticut with Massachusetts, New York, Rhode Island—PFML and sick-leave rules can change by work location.
Who this Connecticut paid leave page helps
Useful if…
- •Employees in Connecticut estimating bonding or caregiving wage replacement.
- •Managers budgeting backfill while someone is on PFML or sick leave.
- •Candidates weighing a Connecticut offer against a neighboring state’s leave laws.
- •Workers checking whether a sick-leave mandate applies even without PFML.
Use official tools if…
- •You need an approved claim, private-plan exemption, or exact waiting period.
- •Your hours or employer size fall below statutory thresholds.
- •A city ordinance (not just statewide rules) governs your worksite.
- •You are self-employed and need opt-in PFML rules rather than employee coverage.
Connecticut paid leave checklist
Quick steps before treating rankings as a claim or relocation decision.
- 1Confirm Connecticut PFML status (Active PFML program) and benefit start timing.
- 2Estimate weekly pay using ~95% replacement capped at $1,016.
- 3Review sick/any-reason leave accrual: Paid sick leave mandate.
- 4Check pay stubs for PFML/SDI-style deductions and annual wage-base caps.
- 5Document FMLA eligibility separately if you need job protection.
- 6Compare Connecticut with a peer state before relocating for leave benefits alone.
Related states for paid leave
New JerseyActive PFML program · $1,119/wk · 12 wks
Compare Connecticut vs New Jersey →Active PFML program · $1,190/wk · 12 wks
Compare Connecticut vs District of Columbia →New YorkActive PFML program · $1,229/wk · 12 wks
Compare Connecticut vs New York →MassachusettsActive PFML program · $1,230/wk · 12 wks
Compare Connecticut vs Massachusetts →Connecticut paid leave FAQs
Active PFML program. Program: Connecticut Paid Family and Medical Leave. Benefits available since 2022.
This guide models $1,016/week (minimum $0 where published) at roughly 95% wage replacement before caps.
About 12 family/bonding weeks in a benefit year, with up to 12 medical weeks where the program covers own serious health conditions.
About 0.5% of covered wages ($400/year on a $80,000 example before wage-base caps). Typically capped at the Social Security taxable wage base for the year. Max employee deduction modeled near $922.50 for 2026.
Paid sick leave mandate. Statewide paid sick leave (expanded coverage in recent years).
No. FMLA is unpaid. Connecticut PFML benefits may replace a portion of wages during qualifying leave when you meet program rules.
Weekly-max rank #12 and family-weeks rank #10 in this 51-jurisdiction table (#1 = highest weeks/benefit). Employee-premium rank #9 (#1 = lower employee rate among programs).
Use the state labor/PFML agency for claims, premiums, and notices. This page is an educational comparison using 2026 chart values updated 2026-07-31.
At the modeled weekly maximum, 12 weeks would total about $12,192 before taxes and offsets. Most claimants earn less than the maximum.
Usually only for short absences tied to illness, appointments, or safe leave—not full bonding leave. Statewide paid sick leave (expanded coverage in recent years). Use PFML (where active) or unpaid FMLA for multi-week bonding.
Nearby combined snapshots: Massachusetts (Active PFML program, $1,230/wk); New York (Active PFML program, $1,229/wk); Rhode Island (Active PFML program, $1,103/wk). Open a compare page for side-by-side premiums and weeks.
Often yes under FMLA or state restoration rules if you remain eligible, but you may still owe your share of premiums. PFML cash benefits do not automatically equal benefit continuation—confirm with HR.
Not legal advice. Agency rules control claims, premiums, and job protection.