CT PFML: $1,016.40/week max, sliding-scale wage replacement.
Connecticut Paid Family and Medical Leave (CT PFML, Conn. Gen. Stat. §§ 31-49e through 31-49t) provides partial wage replacement for up to 12 weeks of family or medical leave, plus 12 days for family violence. The 2026 maximum weekly benefit is $1,016.40 — calculated at 60× the state minimum wage of $16.94. Wage replacement is sliding-scale: workers earning at or below 40× the minimum wage ($677.60/week) receive 95% of average weekly wage; higher earners receive 95% of $677.60 plus 60% of the amount over. Funded entirely by employee contributions of 0.5% of wages. Coverage applies to employers with 1+ employees — universal employer coverage. Critical limitation: CT PFML does NOT include job protection — that comes from CT FMLA or federal FMLA running concurrently.
CT PFML Coordination + Contribution Withholding
Withholds 0.5% PFML contribution from worker wages. Coordinates PFML claims with PSL, CT FMLA, and federal FMLA. Tracks 12-week leave bucket per worker. Surfaces job protection sourcing requirement.
What those rules do at payroll, leave request, and during leave.
The hero card configuration: Block on missing contribution, Flag on job protection coordination, Critical on benefit calculation.
When a payroll run is exported without the 0.5% PFML contribution withheld from worker wages, the export fails. Premium remitted quarterly to the CT Paid Leave Authority.
CT PFML provides wage replacement only — NOT job protection. Job protection during PFML leave comes from CT FMLA (separate state statute) or federal FMLA running concurrently. Workers who don't meet CT FMLA or federal FMLA eligibility may receive PFML benefits without guaranteed reinstatement.
Benefit calculation: workers earning ≤ $677.60/week (40× min wage) receive 95% of average weekly wage. Workers earning more receive 95% of $677.60 PLUS 60% of the amount over. Maximum weekly benefit capped at $1,016.40 (60× $16.94).
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Wage replacement only — coordinated with separate CT FMLA for job protection.
CT PFML's two-statute structure (PFML for wage replacement + CT FMLA for job protection) is unusual. Most state PFML programs include job protection. The Connecticut split means workers need both programs to apply for full coverage.
Coverage threshold and eligibility
CT PFML applies to employers with 1+ employees — the broadest employer coverage of any state PFML program. Workers eligible: must have earned at least $2,325 in CT in the first 4 of the last 5 finished calendar quarters before the benefit year starts. Workers must be currently employed or have been employed in the 12 weeks before the leave. CT residents who are self-employed or sole proprietors can opt-in with self-funded contributions.
Sliding-scale wage replacement formula
Two-tier formula favoring lower-wage workers: Workers earning ≤ $677.60/week (40× min wage): 95% of average weekly wage. Workers earning > $677.60/week: 95% of $677.60 + 60% of amount over. Maximum weekly benefit: $1,016.40 (60× $16.94). The formula provides relatively high replacement for lower-wage workers (close to full wages) and partial replacement for higher earners.
Teambridge runs PFML contributions and coordinates with CT FMLA / federal FMLA for job protection.
The split between wage replacement (PFML) and job protection (CT FMLA / federal FMLA) is the durable operational complexity.
Employee-funded only.
Every payroll run withholds 0.5% from worker wages. Employer does not contribute. Premiums remitted quarterly to CT Paid Leave Authority.
95% low-wage + 60% high-wage formula.
When a PFML claim is filed, benefit is calculated: 95% of $677.60 (or full wage if lower) + 60% of amount over $677.60. Capped at $1,016.40/week for 2026.
Family + medical combined cap.
Each worker's PFML usage tracked against 12-week annual cap (family + medical combined) plus separate 12-day family violence allotment.
CT FMLA (75+) / federal FMLA (50+) check.
When PFML claim is filed, the system checks whether CT FMLA (75+ employees) or federal FMLA (50+ within 75 miles) provides job protection. If neither applies, worker is informed.
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