By: HUB's Absence Management Team

On May 9, 2024, Connecticut enacted Public Act 25 – 5, which makes changes to the Qualifying Reasons for the Connecticut Paid Family and Medical Leave Insurance Program (CT PFML). Starting October 1, 2024, eligible employees in Connecticut employees who are victims of sexual assault will be able to take leave from work and receive paid benefits through CT PFML.

Overview

Since January 1, 2022, eligible employees in Connecticut have been able to take paid leave from work for a number of reasons covered by the Connecticut Paid Family Medical Leave Act. Starting October 1, 2024, these reasons will be expanded to include leave for employees who need time off from work for reasons related to sexual assault, such as, but not limited to:

  • to seek medical care or psychological or other counseling for physical or psychological injury or disability for the victim, or
  • to obtain services from a victim services organization on behalf of the victim, or
  • to relocate due to such family violence or sexual assault, or
  • to participate in any civil or criminal proceeding related to or resulting from such family violence or sexual assault

In addition, the law allows compensation received from the victim compensation program, administered by the Office of Victim Servies, to run concurrently with CT PFML, provided the combined total of compensation receive does not exceed the employee’s regular rate of pay.

Finally, employers should be aware that if an employee is discharged, penalized, threatened, or otherwise coerced in violation of CT PFML rules, the employee may file a civil suit for damages and for an order requiring the employee’s reinstatement. The suit must be filed within 180 days.

Next Steps

Employers should review and update their policies and other guidance on CT PFML to include this information.

If you have any questions, please contact your HUB Advisor. View more Workforce Absence Management updates in our WAM Bulletins page.

NOTICE OF DISCLAIMER

Neither Hub International Limited nor any of its affiliated companies is a law or accounting firm, and therefore they cannot provide legal or tax advice. The information herein is provided for general information only and is not intended to constitute legal or tax advice as to an organization’s specific circumstances. You should consult an attorney, accountant, or other legal or tax professional regarding the application of the general information provided here to your organization’s specific situation in light of your organization’s particular needs.