Article
5 min read
What is Connecticut Paid Leave (CTPL) Insurance in 2025?
US payroll
PEO
Author
Shannon Ongaro
Last Update
June 13, 2025
Key takeaways
- Connecticut Paid Leave (CTPL) mandates payroll-funded benefits providing up to 12 weeks' wage replacement for parental leave, caregiving, and health-related absences.
- Employees contribute 0.5% of wages (capped) with no required employer contribution, ensuring straightforward compliance requirements.
- Deel PEO simplifies managing state-specific compliance through expert administration, tailored support, and comprehensive employee benefits.
Connecticut’s Paid Leave Insurance (CTPL) affects how businesses manage parental leave, medical care, and family support, introducing specific payroll benefits and strict compliance guidelines.
Understanding CTPL’s rules—like eligibility requirements, contribution rates, and changing regulations—is crucial, particularly for growing businesses and remote teams.
At Deel, we simplify managing state-level benefits so you can confidently support your employees and stay compliant. This blog outlines CTPL’s key provisions, eligibility details, and more.
Understanding Connecticut’s paid leave program
Connecticut’s Paid Leave (CTPL) Insurance is a state-mandated, payroll-funded benefits program that provides eligible employees with partial wage replacement when they take time off for their own serious health condition or to care for family members (including bonding with a new child).
| Coverage: | Paid parental leave, Health reasons, Caregiving, Family violence leave |
|---|---|
| Employee contribution | 0.5% of up to $176,100 in salary |
| Employer contribution | 0% |
| Maximum entitlement | $981 per week |
| Duration | up to 12 weeks |
See also: Comprehensive Guide to Payroll Taxes in Connecticut
CTPL eligibility
Private sector employees who earn at least $2,325 in a quarter during the qualifying base period and are either currently employed or have been employed within the last 12 weeks are eligible for this benefit.
What Connecticut's paid leave covers
The combined duration of benefits is capped at 12 weeks in a 12-month period, with the exception of complications arising from Pregnancy, which provide for an additional 2 weeks of benefits for a maximum of 14 weeks.
| Coverage reason | Description | Length of benefit |
|---|---|---|
| Bonding with a new child | Leave for the birth, adoption, or foster care placement of a child | 12 weeks |
| Caring for a family member | Leave to care for a family member with a serious health condition | 12 weeks |
| Personal health | Leave for the employee's own serious health condition | 12 weeks |
| Military Exigencies | Leave for qualifying exigencies arising out of a family member's active duty or call to active duty in the Armed Forces | 12 weeks |
| Safe leave | Leave for victims of family violence | 12 weeks |
| Complications from pregnancy | A serious health condition related to pregnancy that results in incapacitation | additional 2 weeks |
Connecticut paid leave benefits
The exact amount of the benefit will vary and will be calculated by the Connecticut Paid Family Leave Authority. Benefits are based on the employee's average weekly wage and are capped at $981 per week.
Benefits can be claimed for up to 12 weeks in 12 months, with an additional 2 weeks for serious health conditions related to pregnancy.
Continuous Compliance™
Job protections under CTPL
The Connecticut Paid Leave (CTPL) program provides wage replacement but does not provide job-protected leave. Employees may seek PML wage replacement concurrently with the unpaid job protection leave provided by the Federal Family and Medical Leave Act (FMLA) or the Connecticut FMLA.
How to claim CTPL benefits
Employees must apply to the Connecticut Paid Family Leave Authority. Apply online for PML benefits.
Stay compliant with Deel PEO
New to managing benefits and leave laws in Connecticut? With Deel PEO, you can offload compliance risks and processes to ensure state-specific alignment.
- Fully in-house operations for improved support and workflows
- Expert payroll administration, HR, and benefits compliance
- Exclusive Aetna International benefits plans for W2 employees travelling abroad
- Built-in compliance for local and federal coverage
- 60+ domestic benefits plans with Fortune 500-caliber benefits
- Trainings, HR policies, and on-demand HR support
- And more
To learn more about how you can use Deel PEO to scale in the US, book a 30-minute call with one of our dedicated experts.
About the author
Shannon Ongaro is a content marketing manager and trained journalist with over a decade of experience producing content that supports franchisees, small businesses, and global enterprises. Over the years, she’s covered topics such as payroll, HR tech, workplace culture, and more. At Deel, Shannon specializes in thought leadership and global payroll content.
