| Update Applicable to: | Effective date |
| All employers with 3 or more employees | October 1, 2024 |
What happened?
On May 9, 2024, Governor Ned Lamont signed SB 222, introducing changes to the Paid Family and Medical Leave Statutes.
What are the details?
Beginning October 1, 2024, Connecticut has expanded its family violence leave law to include leave for sexual assault. The law applies to employers with 3 or more employees and allows employees who are victims to take up to 12 days of leave per calendar year for specified reasons, such as to seek counseling or to relocate.
Key Bites:
- Makes amendments to employer requirements under the paid family and medical leave statutes, such as registering with the authority and submitting reports required in form and manner.
- Failure to do this will result in the imposition of penalties.
- Includes federally recognized tribes as employers in the law, among other definition changes.
- Addressing issues related to concurrent payments to allow them up to the employee’s regular compensation rate.
- Handling of overpayments, penalties, and interest rates.
- The bill also makes minor and technical changes to the paid family and medical leave statutes.
- The authority shall develop an informational poster to be displayed in a clear and conspicuous place by healthcare providers, in the form and manner established in the act.
- Include leave for sexual assault.
Business Considerations
- Employers should update their domestic violence leave policy to include victims of sexual assault.
- Employers should understand the definition of a municipality as it applies to both the CT Paid Leave program and the CT Family and Medical Leave Act, creating consistency between the two laws.
- Employers should ensure they are registered with the CT Paid Leave Authority and are submitting payment return files as required.
- Employers should be aware of the potential penalties for failing to register and submit payment return files and ensure compliance to avoid them.
- Employers should communicate to their employees that state or federal benefits that provide income replacement cannot be received concurrently with CT Paid Leave benefits.
- Employers should inform their employees that they may receive CT Paid Leave benefits and compensation from the victim compensation program.
Source References
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