Want to Read More? To continue reading this article, please Log in or Register Now

Other Leaves: Connecticut

Other Leaves requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Jessica Sussman

Summary

  • There are various types of leave that may be available to an employee in Connecticut. See Leaves of Absence.
  • An employer must provide eligible employees with 16 weeks of family and medical leave in a two-year period. See Family and Medical Leave.
  • A covered employer must provide paid sick leave to certain hourly service workers. See Paid Sick Leave.
  • An eligible employee may take an unpaid leave of absence to comply with a legal subpoena to appear before any Connecticut state court as a witness in any criminal proceeding or to attend a court proceeding or participate in a police investigation related to a criminal case in which the employee is a crime victim. See Crime Victim Leave.
  • A covered employer must provide eligible employees with up to 12 days of paid or unpaid leave during any calendar year in which the leave is reasonably necessary to do things like seek medical care or counseling for physical or psychological injury or disability. See Family Violence Victim Leave.
  • An employer is required to pay full-time employees their regular wages for the first five days of jury duty. See Jury Duty Leave.
  • A covered employer may not terminate or otherwise discriminate against an employee who is absent from work to perform duties as a candidate, member-elect or member of the General Assembly. See Legislative Leave.
  • A covered employer is required to provide a personal leave of absence for not more than two consecutive terms of office to an employee who accepts a full-time elective municipal or state office. See Elected Official Leave.
  • An employer may not terminate an employee who is an active volunteer firefighter or a volunteer ambulance service member because the employee arrives late to work or is absent from work because, for example, the employee responded to a fire during the employee's regular hours of employment. See Emergency Responder Leave.
  • An employer is not required to provide their employees with vacation benefits or holiday leave. See Vacation Leave.