How is the Connecticut Paid Leave weekly benefit calculated?

Your benefit is based on your Base Weekly Earnings (total wages in your two highest-earning quarters in the base period divided by 26). Tier 1: If your Base Weekly Earnings are ≤ 40 times the state minimum wage ($16.35/hr × 40 = $654.00), you receive 95% of your earnings. Tier 2: If your earnings exceed $654.00, you receive 95% of $654.00 ($621.30) PLUS 60% of the amount above $654.00, up to a maximum cap of 60 times minimum wage ($1,016.40/week in 2026).

What is the maximum CT Paid Leave weekly benefit in 2026?

The statutory maximum weekly benefit is 60 times the Connecticut state minimum wage. With the state minimum wage at $16.35/hour in 2026, the maximum weekly benefit cap is $1,016.40 per week.

How many weeks of paid leave are allowed in Connecticut?

Eligible workers can receive up to 12 weeks of paid leave benefits in a 12-month period for qualifying family or medical leave reasons. An additional 2 weeks (total 14 weeks) is available for serious health conditions resulting in incapacitation during pregnancy.

Connecticut Paid Leave Benefit Calculator 2026 | CT Paid Leave (CTPL) Estimator

How the Connecticut Paid Leave Formula Actually Works

Connecticut uses a unique progressive, two-tier formula designed to replace a higher percentage of income for lower-wage earners while providing generous wage support up to a statutory cap tied directly to Connecticut's minimum wage ($16.35/hr in 2026).

Tier Bracket	Earnings Range (2026)	Replacement Rate	Weekly Maximum for Tier
Tier 1: Minimum Wage Base	Up to $654.00 / wk (40 × $16.35)	95% of Base Weekly Earnings	$621.30 / wk
Tier 2: Higher Earnings	Earnings above $654.00 / wk	60% of excess over $654.00	Combined cap applies
Statutory Maximum Cap	60 × Connecticut Minimum Wage	60 × $16.35 / hr	$1,016.40 / wk

CTPL Base Period & Eligibility Requirements

THE $2,325 MINIMUM EARNINGS RULE

Quarterly Qualifying Threshold

To be eligible for CTPL benefits, you must have earned at least $2,325 in your highest-earning quarter of your base period from covered Connecticut employers.

THE BASE PERIOD QUARTERS

First 4 of the Last 5 Quarters

The CT Paid Leave Authority evaluates the first 4 of the 5 most recently completed quarters, picks the two highest-earning quarters, and divides total wages by 26 to get Base Weekly Earnings.

PREGNANCY COMPLICATIONS BONUS

Up to 14 Total Weeks

While standard medical and bonding leave is capped at 12 weeks, workers with pregnancy-related incapacitation can qualify for 2 additional weeks of paid leave (up to 14 weeks total).

CT FMLA JOB PROTECTION

CTPL vs CT FMLA

CTPL pays the income replacement benefits, while the Connecticut Family and Medical Leave Act (CT FMLA) protects your job. You must be employed for at least 3 months to have job protection under CT FMLA.

Frequently Asked Questions

Are Connecticut Paid Leave benefits taxable?

Yes. CTPL benefits are subject to federal income tax. They are reported to the IRS on Form 1099-G. CTPL allows you to opt-in to voluntary federal tax withholding when filing your claim.

Can I receive employer PTO and CT Paid Leave at the same time?

Employers may permit or require employees to use accrued paid time off (PTO) to supplement CTPL benefits, as long as the combined total does not exceed 100% of your regular wages.