Connecticut Paid Family & Medical Leave (CT PFML)

Yes. Sun Life offers both fully insured and self-insured private plan administration for employers.

Employers can apply for a private plan through their employer account on CT.gov. An employer may apply for a self-insured or fully insured private plan.

Each employer seeking approval of a private plan are required to conduct a vote of their CT-based employees and obtain a majority approval to use the private plan. Part of the application process includes providing data about the employee vote and attesting that voting procedures outlined in the CT Private Plan Policy & Procedures were followed. 

Employers seeking approval will also be required to provide a policy/Summary Plan Description and a completed CT Plain Language Guide. Self-insured programs must also obtain and maintain a Surety Bond. 

Employers offering private plans must continue to meet annual reporting, notice, recordkeeping, and benefits continuation requirements.

Private plan approvals expire 3 years from the private plan exemption approval date and must be renewed via the same process.

Yes. While the CT PFML law creates certain paid benefits for leave because of an employee’s own serious health condition or for covered caregiving reasons, the CT PFML law is not intended to replace benefits provided by employers through Short-Term Disability (STD) plans and programs. It is important to know that cancelling STD benefits could leave your employees unprotected if they become disabled for these reasons:

1. Benefit amount for higher-income employees. The CT PFML max weekly benefit may be insufficient for high-income earners who require greater income replacement.
2. Consequences of combined 12 weeks of family and medical leave. If an employee takes 12 weeks of family leave in a 12-month period, the employee may be left without income replacement for their own serious health condition in the same timeframe.
3. Impact of intermittent leave. CT PFML can be taken intermittently so an employee may substantially reduce and/or exhaust their benefits be left without income replacement protection if they become seriously and continuously disabled thereafter.
4. Short-term disability may offer additional features and benefits. STD policies may include employee-facing features that improve their experience: first-day hospitalization, survivor benefits, and, most important, return-to-work and vocational rehabilitation programs. Employees can still access these features even if they are approved for both CT PFML and STD.