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Eligible workers are allowed to take up to 12 weeks paid leave and receive CT Paid Leave benefits within one year's time in total. The leave may be take at different instances, but not to exceed 12 weeks within that year, and assuming each leave instance qualifies as a valid leave reason.

Unlike FMLA, CT Paid Leave does not offer job protection. CT Paid Leave is an income replacement benefit only. If a worker is not eligible for job-protected leave under CT FMLA or federal FMLA, the employer must analyze whether the worker is entitled to job-protected leave under any other statutes (like the Americans with Disabilities Act, the Pregnancy Discrimination Act or the CT Fair Employment Practices Act) or other company policies. Even if the worker is not entitled to job-protected leave, and, as a result, loses their job, they may be eligible for income-replacement benefits under CT Paid Leave.

Employers may not deny leave because they do not have an employee to replace them. If the employee is eligible for job-protected leave and has a qualifying reason, the employer must approve the leave request.

An employee who is seeking job-protected leave under the CT FMLA and/or federal FMLA must apply to their employer and provide all required documentation, including medical certification, if applicable. An individual who is seeking income replacement benefits under the CT Paid Leave Program must apply to the CT Paid Leave Authority and provide all required documentation, including medical certification, if applicable. The CT Paid Leave Authority will not share the medical records it receives with the employer.