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June 2022: Connecticut Employers Must Provide CT FMLA and CT Paid Leave Act Notice by July 1, 2022

21 Jun


Update Applicable to:
All employers in the state of Connecticut

What happened?
On May 31, 2022, the Connecticut Department of Labor and the Connecticut Paid Leave Authority have issued a template written notice that employers may provide to employees explaining their entitlement to leave under the CT Family and Medical Leave Act (FMLA), as well as paid benefits under the Connecticut Paid Leave (CTPL) Act.

What are the details?
Effective July 1, 2022, every employer is required to provide its employees with written notice describing:

  1. Their entitlement to job-protected leave provided under the CT FMLA and the terms under which such leave may be used
  2. The opportunity to file a claim for compensation under the CTPL Act
  3. The retaliation protections provided by the Acts
  4. The right to file a complaint with the Labor Commissioner

The notice must be provided in writing to employees both upon hire and annually thereafter.

The proposed CT FMLA regulations indicate employers may fulfill the notice requirement by providing the required information in an employee handbook, but those regulations have not been finalized.

For more information, please see the links below:

The Connecticut Family and Medical Leave Act and CTPLA

What do employers need to do?
Employers should review the links provided above and provide their employees with the provided template above to their employees and add it to their new hire process.

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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