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August 2022: Connecticut Adds CT FMLA Notice Requirements

25 Aug


Update Applicable to:
All employers in the state of Connecticut.

What happened?
On July 29, 2022, the Connecticut Department of Labor (CT DOL) approved adopted new family and medical leave (CT FMLA) regulations. While the updated regulations primarily incorporate the changes to the law that took effect on January 1, 2022, they also create new notice requirements, described below.

What are the details?
According to the CT DOL website, the regulations will be retroactive to January 1, 2022. If an employee took CT FMLA leave on January 1, 2022, we recommend providing the notices. You can review the regulations here.

CT FMLA is distinct from CT paid family and medical leave, although the two will often run concurrently.

General Notice
Employers must provide employees written notice of their rights and obligations under CT FMLA upon hire. This notice can be distributed electronically, and the CT DOL provides a sample notice here.

Eligibility and Rights and Responsibilities Notice
Employers must provide an employee with a written notice regarding their eligibility and their rights and responsibilities. This must be provided within five business days of when the employee requests.

CT FMLA leaves or when the employer has enough information to know that the employee’s leave might be for a qualifying reason under CT FMLA. The CT DOL has provided a template form here.

Designation Notice
Employers must also provide an employee with written notice of whether a leave will be designated as CT FMLA leave within five business days of knowing whether the leave qualifies. The CT DOL has provided a template form here.

If 10 percent or more of an employer’s workforce can’t read English, employers must provide the notices in a language the employee can read, as required by the regulations.

For more information, please see the links below:


CT FMLA Notice

Designation Notice Template

What do employers need to do?
Employers should review the links provided above, add the FMLA notice to their new-hire paperwork and revise their leave administration process to ensure that they provide the Eligibility Notice and Designation Notice to employees within the required timeframes.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Connecticut PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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