- Family and Medical Leave, Generally
- Connecticut Family and Medical Leave Act (CFMLA)
- Covered Employers
- Employee Eligibility
- Purpose and Length of Leave
- Reduced Schedule and Intermittent Leave
- Use of Accrued Vacation/Sick Time
- Notice and Certification Requirements
- Grounds for Denial or Revocation of Leave
- Notice and Posting Requirements
- Other Important Issues to Consider
- Pregnancy Disability Leave
- Paid Sick Leave
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Deborah D. Cannavino, Littler Mendelson, P.C.
- Connecticut employers that are covered by the Connecticut Family and Medical Leave Act (CFMLA) must be aware of the requirements of both the state law and the federal FMLA as employees may be protected under both laws. See Connecticut Family and Medical Leave Act (CFMLA).
- The CFMLA differs in several ways from the FMLA (e.g. the hours requirements for eligibility are more lenient under state law). See Connecticut Family and Medical Leave Act (CFMLA).
- Some employers in Connecticut must grant a reasonable leave of absence for a disability resulting from pregnancy. See Pregnancy Disability Leave.
- Effective January 1, 2012, employers with 50 or more employees are required to provide 40 hours of paid sick leave per year to service workers. See Paid Sick Leave.