What could you be paid?
For 2026, benefits replace 95% of weekly wages up to $677.60, plus 60% above that threshold, capped at $1,016.40 per week. The wage calculation uses the program’s base-period rules.
Who may qualify?
At least $2,325 earned in the highest quarter of the first four of the last five completed quarters, plus current covered employment or covered employment within the preceding 12 weeks. Enrolled self-employed workers have separate rules.
What protects your job?
CT Paid Leave is wage replacement. CT FMLA is the separate job-protection law; it generally reaches employers with at least one employee and employees with three months of service, subject to exclusions. Federal FMLA may overlap.
Recovery leave and bonding
Family and medical claims generally share 12 weeks in a rolling 12-month period. Up to two extra weeks may apply to incapacity during pregnancy, not simply because a baby was born.
Notice, dates, and deadlines
Bonding must fall within the first year. Start early enough to gather both employer verification and event documentation. Ask CT Paid Leave for the filing window that applies to planned versus unexpected leave.
How to apply
Use the CT Paid Leave benefits application. Request job-protected leave from the employer separately. An approved private plan can change the claim administrator.
Before you choose your dates
Ask for one written timeline showing the source of pay and the protection for each part of your absence. Include prior leave used, any waiting period, employer top-up rules, health-premium payments, and the first scheduled workday after leave. The maximum listed above is not a personal approval.
Your application folder
- Employer contact, work location, hire date, wage records and schedule.
- Proof of birth or placement accepted by the program.
- Medical certification only when the requested leave reason requires it.
- Proposed dates, any split schedule, and the employer’s notice confirmation.
- Submitted forms, receipt numbers, decisions, and appeal deadlines.
After approval, check whether continuing certifications or weekly claims are required. Report work, other payments and date changes accurately. A state payment approval does not automatically update the employer’s absence record.
Official sources & further reading
Source review: October 7, 2026. Rules can change; the administrator makes the final determination.