If an employee’s weekly wages exceed the Connecticut minimum wage multiplied by 40, the weekly benefit rate will be 95% of the Connecticut minimum wage multiplied by 40, plus 60% of the amount by which the employee's average weekly wage exceeds the Connecticut minimum wage multiplied by 40. If an employee's weekly wages are less than or equal to the Connecticut minimum wage multiplied by 40, the weekly benefit rate under the PFMLA will be 95% of the employee's average weekly wage. An additional two weeks may be available for pregnancy-related issues.
FMLA CHANGES 2020 FULL
Under the PFMLA, an employee will receive a weekly benefit for the full 12 weeks of leave. The PFMLA substantially expands the definition of “family member,” which previous legislation limited to spouses, children, and parents with a serious health condition, to include siblings, grandparents, grandchildren, parent in-laws, and “an individual related to the employee by blood or affinity whose close association the employee shows to be equivalent of those family relationships.” How much will employees be paid during PFMLA leave?
Under the Federal FMLA, employers with 50 or more employees must provide 12 weeks of leave, paid or unpaid. Prior to the enactment of the PFMLA, Connecticut state law required employers with 75 or more employees to provide 16 weeks of family and medical leave, and the leave could be unpaid. These funds will be deposited into a fund administered by the Connecticut Paid Family Leave Authority, which will begin disbursing payments to employees who take paid leave in 2022. 5% from virtually all employees in Connecticut commencing as of January 1, 2021. Under this new law, beginning in 2022, eligible employees working for employers of all sizes throughout Connecticut will be entitled to up to 12 weeks of paid leave to attend to certain personal or family health needs.Īlthough leave under the PFMLA cannot be taken until January 1, 2022, funding for the paid leave offered under the PFMLA will be generated by payroll withholdings of. DruckerĬonnecticut’s new Paid Family and Medical Leave Act (“PFMLA”) represents one of the most significant laws to impact Connecticut employers and employees since the enactment of anti-discrimination legislation.