You can watch our Informational webinar and review our PowerPoint slideshow for more detailed information about the Connecticut Family & Medical Leave Act.
Overview: The CT Family & Medical Leave Act
Use of these forms is optional. Employers may create their own forms; they must contain the information required by the regulations.
Eligibility
An eligible employee may take CTFMLA leave for any of the following reasons:
- Birth of a child and care for the child within the first year after birth;
- The placement of a child for adoption or foster care and care for the child;
- Care for a family member with a serious health condition;
- Because of an employee’s own serious health condition;
- To serve as an organ or bone marrow donor;
- To address qualifying exigencies arising from a spouse, son, daughter or parent’s active-duty service in the armed forces; and
- To care for a spouse, son, daughter, parent or next of kin with a serious injury or illness incurred on active duty in the armed forces.
Once an employee notifies his or her employer that an absence is for a CTFMLA qualifying reason, the employer must timely notify the employee of his or her eligibility for CTFMLA leave, provide the employee with a notice of rights and responsibilities and begin the approval process, which may include asking the employee to complete a medical certification form.
An employee is entitled to be reinstated to the employee’s same position or, if the same position is no longer available, to an equivalent position upon returning from CTFMLA leave. An employee is not entitled to reinstatement if the employee has exhausted his or her CTFMLA leave entitlement, the employment relationship would have ended regardless of the employee’s taking CTFMLA leave, or the employee obtains CT FMLA fraudulently.
Employers are prohibited from interfering with, or retaliating or discriminating against, an employee for requesting or taking CTFMLA leave.
CT Family & Medical Leave Forms
Use of these forms is optional. Employers may create their own forms; they must contain the information required by the regulations.
- (8/20/24) Prototype of Employer’s Written Notice to Employees of Rights under CTFMLA and CTPL
- Notice of Eligibility and Rights and Responsibilities
- Designation Notice
- Medical Certification for Employee’s Serious Health Condition
- Medical Certification for Care of a Family Member’s Serious Health Condition
- Family Member Verification Form
- Medical Certification for Serious Injury or Illness of a Servicemember for Military Caregiver Leave
- Certification for Military Family Leave for Qualifying Exigency
Resources
- Interpretive Guidance: Handling the Transition to the New Changes in the CTFMLA Law, Effective on January 1, 2022, When an Employee Has an Already Approved CTFMLA Leave
CT Family & Medical Leave Law and Regulations
CT Family & Medical Leave Complaints
If you believe that your CT Family and Medical Leave rights have been violated, you can either file a complaint directly in Superior Court or with the Connecticut Department of Labor.
To file a CTFMLA complaint with the Connecticut Department of Labor, you should complete and submit the applicable complaint form.
- CTFMLA Complaint Form (Please use your existing ct.gov username and password if you have one. If you experience difficulties, try resetting your password before creating a new account.)
Video Guide
- View our YouTube video on How Employers Can Respond to a CTFMLA Complaint
- View our YouTube video on How to File a CTFMLA Complaint and upload documents to an existing CTFMLA Complaint
Note: If you have been denied unemployment benefits, file an appeal here. Do not use the Leave Complaint and Appeals portal as it could slow down your unemployment appeal.
Clicking on the following links will take you to a secure portal hosted by ct.gov. (Please use your existing ct.gov username and password if you have one. If you experience difficulties, try resetting your password before creating a new account.)
For your security:
- Log out of the CTDOL complaint and appeals portal, don't just close the window.
- Do not share your portal username or password with anyone.
- Always login to the portal from this page or the log in page linked above.
- Do not click on links you receive by email unless you are certain they are from CTDOL.
- CTDOL will never text you a link.
Attention to filers and respondents of CTFMLA complaints:
If you add or remove an attorney or representative, please notify us immediately at DOL.CTFMLA@ct.gov or (860) 263-6400 to ensure timely receipt of all communications, which may have time-sensitive deadlines.
If you are unable to find the information you need on this page or if you think your account has been compromised, contact the CTDOL Legal Division at DOL.CTFMLA@ct.gov.
The information set forth on, and linked through, this website is designed to provide a service to the employers and employees of this state. It does not constitute legal advice. Although the Department of Labor makes every effort to provide quality information, it makes no claims, promises or guarantees about the accuracy or completeness of the information contained herein.
The CT Paid Leave Program provides eligible workers with income replacement. The CT Paid Leave Authority takes applications for the public CT Paid Leave Program. Employers may instead offer private plans if those plans are approved by the Authority.
CTDOL handles appeals for the public CTPL Program and private plan employers. Workers who have been denied paid leave may file an appeal here.
Note: If you have been denied unemployment benefits, file an appeal here. Do not use the Leave Complaint and Appeals portal as it could slow down your unemployment appeal.
CT.Gov State Agency Content Disclaimer
The Connecticut Department of Labor (DOL) is not responsible for the contents of pages referenced through links on this page. The responsibility for content rests with the organizations that are providing the information. DOL is providing these websites as a courtesy to its customers and does not specifically endorse these services or products. DOL is not responsible for the accessibility to persons with disabilities of any off-site pages referenced through links.