Connecticut
Updated threshold to reflect change to employer coverage under the Connecticut Fair Employment Practices Act, effective October 1, 2022.
Updated to reflect amendments expanding the family violence leave law to include leave related to sexual assault, effective October 1, 2024.
Updated to reflect change to employer coverage threshold under the Connecticut Fair Employment Practices Act and protections for victims of domestic violence, effective October 1, 2022.
Updated to reflect change to employer coverage threshold under the Connecticut Fair Employment Practices Act and protections for victims of domestic violence, effective October 1, 2022.
Updated to reflect domestic violence victim protections effective October 1, 2022.
Connecticut employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of leave for victims of domestic violence and to show their compliance with the Connecticut Fair Employment Practices Act (CFEPA).
As mandated by the Connecticut Department of Labor, covered employers must provide written notices of eligibility and rights and responsibilities under the Connecticut Family and Medical Leave Act (CTFMLA) to employees, and may use this prototype combined form for that purpose.
As mandated by the Connecticut Department of Labor, covered employers under the Connecticut Family and Medical Leave Act (CTFMLA) must notify employees in writing whether requested leave will be approved, and may use this prototype form for that purpose.
As recommended by the Connecticut Department of Labor, covered employers may require employees requesting leave due to their own serious health condition under the Connecticut Family and Medical Leave Act (CTFMLA) to submit medical certification supporting the need for leave, and may use this optional form for that purpose.