Family violence leave: 12 days per benefit year, separate allotment.
Connecticut PFML provides up to 12 separate days per benefit year for workers experiencing domestic violence, sexual assault, or stalking — or whose family member is experiencing these circumstances. The 12-day family violence allotment is in ADDITION to the 12-week family/medical leave bucket. Workers can use these days for safety planning, court appearances, medical treatment, counseling, or other family violence-related needs. The leave is paid at the same sliding-scale wage replacement formula as other PFML leave (95% of low-wage portion + 60% of high-wage, max $1,016.40/week).
Family Violence Leave Coordination
Tracks 12-day family violence allotment separately from 12-week family/medical bucket. Coordinates with CT FMLA / federal FMLA for job protection. Maintains heightened privacy for sensitive leave reasons.
What those rules do at leave request and during leave.
The hero card configuration: Flag on bucket separation, Critical on privacy and retaliation.
Family violence leave is allotted at 12 days per benefit year, SEPARATE from the 12-week family/medical bucket. A worker can use both: 12 weeks of family/medical PLUS 12 days of family violence in the same year.
Family violence leave requests trigger heightened privacy protections. Limited disclosure of reason. Non-retaliation requirements are absolute — terminating, demoting, or otherwise penalizing workers for using family violence leave triggers separate civil and potential criminal exposure under § 31-72 plus discrimination claims.
Deploy Connecticut family violence leave in your Teambridge.
Tell us about your Connecticut workforce. We'll spin up 12-day family violence leave tracking separate from the 12-week family/medical bucket, heightened privacy capture, non-retaliation enforcement, and 21 other Connecticut policies in a sandbox tenant.
12 days per benefit year, separate allotment, paid at PFML formula.
Connecticut's family violence leave provision recognizes that workers experiencing domestic violence, sexual assault, or stalking need flexible time for safety planning and recovery — distinct from health-related medical leave.
12-day separate allotment
Family violence leave is provided at 12 days per benefit year — separate from the 12-week family/medical leave bucket under CT PFML. A worker can use both in the same year: the full 12 weeks of family/medical plus 12 days of family violence. The 12 days can be taken intermittently — a few hours at a time for court appearances, full days for medical care, multi-day blocks for relocation.
Qualifying circumstances
Workers can use family violence leave for: their own experience of domestic violence, sexual assault, or stalking; a family member's experience (spouse, child, parent, sibling, grandparent); medical or psychological care related to violence; safety planning (moving, changing locks, security systems); court appearances (protective orders, custody, criminal proceedings); and obtaining counseling. The qualifying circumstances are broad — any reasonable activity related to addressing family violence circumstances qualifies.
Teambridge tracks the 12-day allotment separately and enforces privacy / non-retaliation.
The separate 12-day bucket, heightened privacy requirements, and non-retaliation framework together make family violence leave an operationally distinct paid leave category.
Separate from 12-week bucket.
Each worker's family violence leave usage is tracked separately from the 12-week family/medical bucket. Both can be used in the same benefit year.
Limited disclosure of reason.
Leave request captures only the qualifying category (family violence), not detailed circumstances. Records segregated from other personnel records.
Same PFML sliding-scale formula.
Days of family violence leave are paid at the standard PFML formula. Multi-day or partial-week claims are prorated against the weekly benefit ceiling.
Schedule changes flagged.
Schedule changes, role reassignments, or termination requests for workers who recently used family violence leave are flagged for review. Non-retaliation requirements are absolute.
Still evaluating? Get a free Connecticut compliance audit.
Send us your existing Connecticut scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Connecticut-specific exposure ranked by risk and back-pay liability.