Effective October 1, 2024, Connecticut’s Family Victim Violence Leave Act amendments now require employers to provide leave for victims of sexual assault in addition to already existing protections for victims of family violence. This Act requires employers who have 3 or more employees to provide employees, who are victims of family violence or sexual assault, up to 12 days of leave under CT’s Paid Leave Program during any calendar year, in addition to other paid or unpaid leaves available to employees.
Such leave can be used if it is reasonably necessary to seek medical care or counseling, obtain victim services, relocate because of family violence, or participate in any legal proceeding stemming from such violence. Family members include spouses or former spouses, parents and their children, blood relatives, relatives from marriages, people who have or are living together, people who have a child together, and people who are dating.
An employer may (but need not) require the employee to provide a signed written statement stating that the leave is for a legally authorized purpose. Employers may (but need not) also require additional documentation such as a police report, a court record, or a written statement that the employee is a victim of family violence from a member of a victim services organization, an attorney, or licensed medical professional. This documentation must be kept confidential, unless otherwise required by state or federal law.
In addition, CT employers should be aware that the paid sick leave law has been recently amended to lower the threshold for its application. Currently, CT paid sick leave law applies to employers who employ at least 50 employees within the state. On January 1, 2025, that threshold drops to 25 or more employees in the state, then to 11 employees in January 1, 2026, and then to one or more employees in January 1, 2027.
Action Items for CT Employers:
- Review and update family violence and sexual assault victim leave policies in employee handbooks;
- Update Paid Family Benefits Leave policy and practice;
- Train managers and HR staff to recognize and respond to requests for leave that may fall into this new category.
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As always, Woltz & Folkinshteyn, P.C. attorneys are here to help your organization’s policies and documents stay current with these and other new changes to the labor and employment landscape. We welcome your questions about any employment issues that you may have.