CT FMLA: job protection for 75+ employee employers.
Connecticut FMLA (Conn. Gen. Stat. §§ 31-51kk through 31-51qq) provides up to 12 weeks of unpaid, job-protected leave for workers at employers with 75 or more employees. CT FMLA is administratively distinct from federal FMLA (which covers 50+ employees within 75 miles) and from CT PFML (which provides wage replacement). The three programs interlock: CT FMLA provides job protection, CT PFML provides wage replacement, federal FMLA provides additional or duplicative job protection depending on coverage. Workers with eligibility under multiple programs receive the most-favorable combination — typically PFML wage replacement + CT FMLA or federal FMLA job protection running concurrently.
CT FMLA Coverage + PFML Coordination
Tracks 75-employee threshold for CT FMLA coverage. Coordinates CT FMLA, federal FMLA, and CT PFML for layered leave management. Ensures job protection sourcing for every PFML leave event.
What those rules do at leave request and during leave.
The hero card configuration: Flag on coverage threshold, Critical on multi-program coordination.
CT FMLA covers employers with 75+ employees in Connecticut. Below threshold: no CT FMLA. Above: 12 weeks of job-protected leave available. Threshold check happens at leave request.
CT FMLA, CT PFML, and federal FMLA can all apply simultaneously. CT FMLA + federal FMLA both provide job protection (typically running concurrently). CT PFML provides wage replacement (also concurrent). The system manages which program provides which protection for each leave event.
Deploy Connecticut FMLA in your Teambridge.
Tell us about your Connecticut workforce. We'll spin up 75-employee threshold tracking, 3-month eligibility validation, CT FMLA + federal FMLA + CT PFML concurrent runtime management, and 21 other Connecticut policies in a sandbox tenant.
12 weeks job protection, 75+ employee employers, concurrent with PFML and federal FMLA.
CT FMLA's role in the 2026 Connecticut paid leave landscape is layered job protection — particularly important because CT PFML doesn't include job protection.
Coverage threshold: 75+ employees
CT FMLA applies to employers with 75 or more employees in Connecticut. The threshold is by Connecticut headcount, not nationwide. A 30-employee CT branch of a 200-employee parent company is NOT covered by CT FMLA (parent company size doesn't matter for CT FMLA), though it may be covered by federal FMLA if the parent meets the 50+ within 75 miles threshold.
Eligibility: 3 months + reduced hours floor
Workers eligible for CT FMLA after just 3 months of employment — significantly less than federal FMLA's 12-month requirement. CT FMLA also has no minimum-hours requirement (federal FMLA requires 1,250 hours in the prior 12 months). The shorter eligibility period and absence of an hours requirement makes CT FMLA more accessible to workers, especially part-time and recent hires.
Teambridge coordinates CT FMLA, federal FMLA, and CT PFML for layered leave management.
The 75-employee threshold for CT FMLA is the key gating factor — many small/mid CT employers run on PFML wage replacement only without CT FMLA job protection.
CT headcount validated.
When a worker requests leave, the employer's CT employee count is checked against the 75-employee threshold. Above: CT FMLA available. Below: no CT FMLA.
Shorter than federal FMLA's 12 months.
Workers eligible for CT FMLA after 3 months of employment — significantly less than federal FMLA's 12 months. No minimum-hours requirement.
All three programs aligned.
When a leave event triggers multiple programs, runtime is concurrent: CT FMLA + federal FMLA = job protection; CT PFML = wage replacement. System tracks usage against each program's caps.
Gap surfaced when PFML runs alone.
If a worker is eligible for CT PFML but neither CT FMLA nor federal FMLA, the system surfaces the job protection gap. Operators address through policy or accept the no-protection posture.
Still evaluating? Get a free Connecticut compliance audit.
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