How to Navigate Paid Leave Compliance Challenges

This one is for those at independent schools in the state. Here's (most of) what you need to know about the state's leave laws and its impact on virtually every employee at your school. What's Changing? Starting October 1, 2025, Public Act 25-174 extends CT FMLA and CT Paid Leave to ALL non-certified independent school employees. In addition to teachers, this includes: • Custodians • Paraprofessionals • Cafeteria staff • Administrative personnel • And more... The difference in the two laws is straightforward: CT FMLA = Job-protected unpaid leave (up to 12 weeks + 2 for pregnancy) CT Paid Leave = Income replacement (0.5% payroll tax, administered by the state) Here's the key: These often run concurrently, but have different application processes. Employees apply to schools for job protection, but to the CT Paid Leave Authority for income replacement. What Schools Need to Know NOW: Eligibility is broader than federal FMLA: - CT FMLA: Just 3 months employment (no hours requirement!) - CT Paid Leave: $2,325 in highest-earning quarter Immediate action items: - Register at ctpaidleave.org - Update payroll systems for 0.5% deduction - Revise employee handbooks - Train your team on dual-program coordination The interaction between state and federal FMLA is complex. Some employees may qualify for state benefits but not federal ones, or vice versa. The state programs also cover additional qualifying reasons beyond federal FMLA. Pro tip: Start tracking leave entitlements at the beginning of the school year rather than waiting for October 1st. Questions we're hearing from HR teams: ❓ "Can we require PTO usage during leave?" ✅ Yes, but with limitations - total compensation can't exceed regular rate for CT Paid Leave ❓ "What about summer employees?" ✅ We expect the authority to develop special calculation methods for seasonal school staff ❓ "Who decides eligibility for income replacement?" ✅ The CT Paid Leave Authority - not schools! Bottom Line This isn't just about compliance - it's about building sustainable systems that work for your unique school environment. Most independent schools will benefit from legal counsel during implementation. The October 1st deadline is going to be here quickly. Schools starting preparation now will have smoother transitions and better employee experiences. What questions are you wrestling with as you prepare for these changes? Drop them in the comments. #HumanResources #IndependentSchools #EmployeeBenefits #LegalCompliance #FMLA #PaidLeave #HRCompliance

Leave of absence isn’t just an HR issue, it’s a financial, legal, and operational imperative. With 11% of the average workforce on active leave, and over 20 states enforcing unique paid leave laws, the complexity of managing leave has skyrocketed. And so has the cost of getting it wrong. 💸 $78,000 - Average cost to defend an FMLA lawsuit 💸 Up to $450,000 - Average damages awarded in wrongful termination cases tied to leave errors These aren’t theoretical risks, they’re real outcomes for employers who misstep on eligibility, documentation, coordination, or compliance. 📍 Why it’s so complex: ▪️ Federal, state, and local laws often overlap—and conflict ▪️ Remote and hybrid workforces trigger multi-jurisdictional obligations ▪️ Leave types (FMLA, PFML, PFL, ADA, STD, LTD) must be tracked, coordinated, and communicated clearly ▪️ Employer-provided leave must align with legal mandates to avoid discrimination or retaliation claims 📍 Why it matters: ▪️ Mismanaging leave can lead to lawsuits, settlements, audits, and reputational damage ▪️ Inconsistent leave practices can erode employee trust and increase turnover ▪️ Poor coordination can result in overpayments, benefit gaps, or double-dipping 📍 What to do: ▪️ Audit your leave policies regularly ▪️ Train managers and HR teams on compliance and communication ▪️ Ensure systems are in place to track, coordinate, and document leave accurately ▪️ Don’t assume one-size-fits-all—jurisdiction matters Leave management isn’t optional. It’s strategic. Get it right, or risk paying the price. #LeaveCompliance #HRStrategy #RiskManagement #FMLA #PFML #PFL #EmployeeExperience #WorkforceCompliance #BusinessContinuity #HRLeadership

Paid leave laws change faster than your inbox fills up. And HR is left to figure it out. ⤷ Each state has different rules. ⤷ Each company has its own policies. And when you throw in #FMLA , #PTO , sick leave, and disability? It’s a compliance headache waiting to happen. If you’re managing this in-house, here’s how to make it easier: ✅ 𝗞𝗻𝗼𝘄 𝗬𝗼𝘂𝗿 𝗦𝘁𝗮𝘁𝗲 𝗟𝗮𝘄𝘀 • Paid leave laws are constantly changing. • What applies in one state won’t in another. • Track compliance or subscribe to HR legal updates. ✅ 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗬𝗼𝘂𝗿 𝗣𝗼𝗹𝗶𝗰𝗶𝗲𝘀 • Employees mix up FMLA, PFL, and sick leave all the time. • Make your leave policies crystal clear in your handbook. • Define what’s covered, what’s not, and how requests should be submitted. ✅ 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗲 𝗧𝗿𝗮𝗰𝗸𝗶𝗻𝗴 • Manually tracking leave is a disaster waiting to happen. • Track time off, approvals, and balances in #HRIS or #Excel. • Automation prevents payroll errors and compliance risks. ✅ 𝗧𝗿𝗮𝗶𝗻 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 • Even well-meaning managers can break leave laws. • Train managers on what they can and can't ask EEs. • A quick training can prevent legal trouble. ✅ 𝗚𝗲𝘁 𝗛𝗲𝗹𝗽 𝗪𝗵𝗲𝗻 𝗡𝗲𝗲𝗱𝗲𝗱 If your workforce is spread across multiple states, outsourcing might be your best bet. Third-party vendors specialize in #compliance  so you don’t have to stress over it. HR pros, what’s the biggest paid leave challenge you’ve faced? Drop your thoughts below! ♻️ I appreciate 𝘦𝘷𝘦𝘳𝘺 repost. 𝗪𝗮𝗻𝘁 𝗺𝗼𝗿𝗲 𝗛𝗥 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀? Visit my profile and join my newsletter for weekly tips to elevate your career! Stephanie Adams, SPHR #Adamshr #Hrprofessionals #humanresources #HR #hrcommunity Adams HR Consulting