Share
The Connecticut Paid Family and Medical Leave Act was enacted into law last year and applies to most Connecticut employers with at least one employee. While employees won’t be eligible to use paid leave until January 2022, the funding to support the paid leave will come from employee payroll deductions that begin on January 1, 2021, and beginning in 2021, employers must remit these funds on a quarterly basis to the CT Paid Leave Authority. Employers are not required to contribute anything toward the cost of paid leave. An employer's role is limited to: making the appropriate payroll deductions of .5% beginning January 1, 2021; submitting the employee contributions on a quarterly basis; and communicating with the Connecticut Paid Leave Authority and employees about leave requests.
There are a few things employers should do now to ensure that they are able to make employee deductions in a timely manner:
- Notify employees about the law and that deductions will start in January;
- Confirm with your payroll service provider or accounting department that it will be ready to begin employee payroll deductions on January 1, 2021; and
- If your payroll service has not already registered you, create an account and register with the CT Paid Leave Authority (directly through the CT Paid Leave website).
Pullman & Comley's Labor and Employment attorneys will be presenting a webinar on Wednesday, December 16, covering additional information about Connecticut Paid Family and Medical Leave. This webinar will be the first in a six-part series on various hot topics in employment. To register and access the list of webinar topics and dates, please click here.
This blog/web site presents general information only. The information you obtain at this site is not, nor is it intended to be, legal advice, and you should not consider or rely on it as such. You should consult an attorney for individual advice regarding your own situation. This website is not an offer to represent you. You should not act, or refrain from acting, based upon any information at this website. Neither our presentation of such information nor your receipt of it creates nor will create an attorney-client relationship with any reader of this blog. Any links from another site to the blog are beyond the control of Pullman & Comley, LLC and do not convey their approval, support or any relationship to any site or organization. Any description of a result obtained for a client in the past is not intended to be, and is not, a guarantee or promise the firm can or will achieve a similar outcome.
About Our Labor, Employment and Employee Benefits Law Blog
Alerts, commentary, and insights from the attorneys of Pullman & Comley’s Labor, Employment Law and Employee Benefits practice on such workplace topics as labor and employment law, counseling and training, litigation, union issues, as well as employee benefits and ERISA matters.