The Connecticut Paid Family and Medical Leave (CT PFML) law goes into effect on January 1, 2022 – but to help ensure a smooth, fully-compliant leave management experience for your employees and your business, the time to prepare is now.  Start today by asking yourself the following questions about your current leave management plan:

Does my leave management plan keep my business compliant?

Leave laws keep evolving quickly – and COVID-19 has only quickened the pace. Ensuring compliance is critical, not only with CT PFML, but also with evolving federal regulations, which apply to related leaves such as short-term and long-term disability.

Does my plan address all paid leave types?

When juggling paid leave, disability, family medical leave, and CT PFML, it’s important to assess how well your current approach performs based on how much time and money you’re putting into it. When trying to manage all paid leave types alone, you might end up dealing with multiple points of contact, no continuity, increased workload due to claims processing, and a higher risk of non-compliance.

If you answered ‘no’ to any of the questions, administering CT PFML through a private plan might be right for your business.

Instead of going it alone, you can help your business more efficiently implement and manage PFML, streamline administration, and enhance compliance by using a private plan like the one offered by Guardian. We can give you the information you need to weigh your options.

Talk to your broker today

CTPFML Webianr - Preparing for Connecticut PFML: Get the scoop on Guardian’s private plan option
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CTPFML Webinar - Next Stop, Connecticut PFML: What you need to know
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All terms of coverage, including benefits, eligibility, coverage limitations and exclusions under Guardian’s Connecticut Paid Family and Medical Leave plan (CT PFML) will comply with the CT PFML law and regulation. Any optional riders and/or features which may be available may incur additional costs. Plan documents are the final arbiter of coverage.

The CTPFL regulations continue to be subject to updates by the state, with temporary income replacement to eligible workers currently scheduled to commence as of January 1, 2022.

Links to external sites are provided for your convenience in locating related information and services. Guardian, its subsidiaries, agents and employees expressly disclaim any responsibility for and do not maintain, control, recommend, or endorse third-party sites, organizations, products, or services and make no representation as to the completeness, suitability, or quality thereof. GUARDIAN® is a registered trademark of The Guardian Life Insurance Company of America.

2020-113876 20220131