FMLA VS. CT FMLA – WHAT EVERY BUSINESS OWNER SHOULD KNOW
- Jennifer Barry
- 21 hours ago
- 2 min read
Running a business is Connecticut means wearing many hats – sometimes all in the same day. One minute you’re managing operations, the next you’re figuring out payroll, and before you know it, you’re trying to understand the alphabet soup of employment laws. Let’s clear up two of the big ones: FMLA (Family Medical Leave Act) and CT FMLA (Connecticut’s version).
The Basics: Federal FMLA
· Applies to businesses with 50 or more employees within a 75-mile radius.
· Provides up to 12 weeks of unpaid, job-protected leave in a 12-month period.
· Eligible reasons include: birth/adoption of a child, caring for a seriously ill or injured family member, or the employee’s own serious health condition.
· Employees must meet eligibility: 12 months of service and 1,250 hours worked in the past year.
The Twist: Connecticut FMLA
· Applies to businesses with just 1 employee (yes, even the tiniest of small businesses).
· Provides up to 12 weeks of job-protected leave in a 12-month period, plus an additional 2 weeks if pregnancy-related.
· Employee eligibility is much broader: only 3 months of service (no minimum hours requirement).
· And unlike federal FMLA, Connecticut has paired this with the CT Paid Leave Program (CTPL), meaning eligible employees may receive income replacement while on leave.
Why This Matters for Business Owners
If you’re a small business owner in Connecticut, odds are the state version applies to you – even if you thought FMLA was just for “big companies”. The rules are complex, and the overlap between federal and state law can feel like solving a Rubik’s Cube…. Blindfolded.
Here’s the good news: you don’t have to figure it out alone. Making sure you’re compliant not only avoids penalties but also builds trust with your employees. Reach out to me at Optimal HR Solutions. I’ll help you cut through the red tape and make sure your policies keep you compliant (and sane).