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.
