Workplace Rights and Pregnancy Protection for Single Mothers in Connecticut

Workplace Rights & Pregnancy Protection for Single Mothers in Connecticut

Last updated: September 2025

This Connecticut‑specific hub shows you what to do first, where to call, what benefits you can get, and how to fight back if your boss breaks the law. You’ll see clear steps, timelines, documents to gather, and local contacts. Links are placed right where you need them, using short, descriptive text.

If You Only Do 3 Things — Emergency Actions to Take

Tell your employer in writing that you need a pregnancy accommodation today under state and federal law, and ask for a quick meeting to agree on changes like extra breaks, a stool, or light duty. Use the model request from EEOC — Pregnant Workers Fairness Act (PWFA), cite Connecticut’s protections in CGS §46a‑60, and remind HR that pumping space is required by the U.S. Department of Labor — PUMP Act. (eeoc.gov)
Apply for income during leave: submit a claim with CT Paid Leave for wage replacement, and lock in job protection with your employer under Connecticut FMLA (CTFMLA) or, if your employer is large, federal FMLA. File at least 30 days before your due date when possible. (ctpaidleave.org)
If your boss denies or delays your rights, file complaints fast. For discrimination, start an intake with CHRO; for leave violations, use CTDOL’s Leave Complaint Portal; and for pumping break violations, contact U.S. DOL Wage & Hour. Deadlines are short—set calendar alerts today. (portal.ct.gov)

Quick Help — Keep These 5 Contacts Handy

CT Paid Leave Customer Care: 1-877-499-8606 — CT Paid Leave has live support until 8 pm ET and benefit calculators tied to state minimum wage for 2025 payouts. (ctpaidleave.org)
Access Health CT (HUSKY/Marketplace): 1-855-805-4325 — use Access Health CT to enroll or change coverage when you’re pregnant, and check HUSKY Health member services for benefit questions. (accesshealthct.com)
CHRO (workplace discrimination): 1-800-477-5737 — start online at CHRO — File a Complaint and find your local office on CHRO Contact. (portal.ct.gov)
CT Department of Labor (wage/leave problems): 1-860-263-6790 — file wage or leave complaints through CTDOL Wage & Workplace Standards and read CTFMLA FAQs before you submit. (portal.ct.gov)
United Way 211 (resources): dial 2-1-1 (or 1-800-203-1234 outside CT) — get live help 24/7 at 211ct.org, including 211 Child Development for pregnancy and infant support. (uwc.211ct.org)

What Are Your Core Workplace Rights in Connecticut?

Connecticut law stacks on top of federal law to protect pregnant workers and new parents. In practice, that means you can request changes to your job, take protected leave, and return to work without losing your role.

The state requires reasonable pregnancy accommodations under CGS §46a‑60 (examples include sitting, extra breaks, light duty), the federal PWFA adds clear national protections for employers with 15+ staff, and the PUMP Act requires a private, non‑bathroom space and time to pump. CT’s lactation law also sets room standards like privacy and outlets. (cga.ct.gov)
Leave is stronger here: CTFMLA covers most employers down to 1 employee and gives 12 weeks in 12 months, plus up to 2 extra weeks if pregnancy causes incapacitation; federal FMLA adds job‑protection at 50+ employee worksites; and CT Paid Leave pays benefits while you’re off. (portal.ct.gov)
You’re also covered by paid sick time: starting 2025, Connecticut’s updated Paid Sick Leave expands to more employers, so check your accrual and carryover before leave. For domestic violence‑related needs, CGS §31‑51ss allows up to 12 days off for court, services, or safety. (portal.ct.gov)

What to do if this doesn’t work: escalate in writing to HR and your manager, reference EEOC PWFA guidance, ask for an “interim accommodation,” and file a fast complaint with CHRO or U.S. DOL if you hit delays or retaliation. (eeoc.gov)

Quick Table — Your Main Legal Protections

Law or Program	Who it covers	What you get	Where to act
CT pregnancy accommodation law (CGS §46a‑60)	CT employers with ≥3 staff	Reasonable pregnancy accommodations; no forced leave	CHRO (cga.ct.gov)
PWFA	Most 15+ employee workplaces	Reasonable accommodations, no undue delay	EEOC (eeoc.gov)
PUMP Act	Most employees (with narrow exceptions)	Reasonable pump breaks, private space (not a bathroom)	U.S. DOL WHD (dol.gov)
CTFMLA	CT employers with ≥1 employee	12 weeks leave; +2 weeks for pregnancy incapacity	CTDOL (portal.ct.gov)
CT Paid Leave	Most CT wage earners	Paid benefits during leave; cap set by minimum wage	CT Paid Leave Authority (ctpaidleave.org)

How To Request Pregnancy Accommodations (Fast, Clear, In Writing)

Start with a short email or text to HR/your boss: “I’m pregnant and need a reasonable accommodation to keep working safely (extra water/restroom breaks and a stool/light duty). When can we meet this week?” Include options you can do. Link your request to PWFA examples, cite CGS §46a‑60, and mention the PUMP Act for pumping. (eeoc.gov)

Your employer must talk with you promptly in a good‑faith “interactive process.” You should not be forced onto leave if an adjustment lets you work, and you can ask for temporary suspension of a task you can’t do safely. Use EEOC’s PWFA summary to frame your request, and bring a note if asked—only minimal documentation is allowed. For privacy, remind HR of medical confidentiality rules in PWFA guidance. (eeoc.gov)

Connecticut law backs this up with specific examples: permission to sit, extra breaks, help with lifting, and time to recover after childbirth. Share the list from CGS §46a‑60, reference CHRO’s education role, and keep notes of every reply in case you need to file at CHRO’s intake within 300 days. (cga.ct.gov)

What to do if this doesn’t work: request an “interim accommodation” while HR reviews; if your boss insists on unsafe duties or delays, file with EEOC and CHRO the same day, and call legal aid via Statewide Legal Services at 1‑800‑453‑3320. Note: some parts of the PWFA rule (abortion‑related accommodations) are in active litigation—ask EEOC how that affects your case. (slsct.org)

Pumping at Work — Your Right to Break Time and a Private Space

Under the federal PUMP Act, you get reasonable breaks and a private, non‑bathroom space to pump for one year after birth; Connecticut’s 31‑40w adds refrigerator access nearby and an outlet when not an undue hardship. The U.S. DOL’s space guide shows easy setups (signs, conference room with lock), and employers cannot watch you on cameras during breaks. (dol.gov)

Wages for pump time depend on whether you’re fully relieved of duty and on your existing paid breaks. Use DOL Fact Sheet #73 to check pay rules, bring CT’s statute to HR, and document any denial so you can call 1‑866‑4US‑WAGE to start a complaint. (dol.gov)

What to do if this doesn’t work: ask HR for an interim space for today (manager’s office with a sign); if they refuse, email HR, copy yourself, and contact U.S. DOL WHD and CHRO for next steps. You can also bring a mini cooler while the fridge gets arranged. (dol.gov)

Paid Leave and Job Protection — How to Use CTFMLA, FMLA, and CT Paid Leave Together

File two things: a paid benefits claim with CT Paid Leave and a job‑protected leave request to your employer under CTFMLA (and federal FMLA if your worksite is covered). You can get up to 12 weeks of wage replacement, with an extra 2 weeks if your pregnancy causes a serious health condition that incapacitates you. (ctpaidleave.org)

Connecticut’s benefit cap is tied to minimum wage: for leaves starting on or after January 1, 2025, the maximum weekly benefit is $981 (60 \times t h e$ 16.35 minimum wage). CT Paid Leave also uses a 95% tier up to a base threshold, then 60% above that. Confirm amounts in CT Paid Leave’s benefit notes and the 2025 wage in the Governor’s announcement. (ctpaidleave.org)

CT Paid Leave says you get up to 12 weeks per rolling 12‑month period for most reasons, and you can apply for multiple episodes as long as you don’t exceed 12 weeks. Apply early through the Aflac portal, review qualifying reasons on CT Paid Leave, and keep your employer’s CTFMLA paperwork moving in parallel. (ctpaidleave.org)

What to do if this doesn’t work: if benefits are denied, request reconsideration and then appeal at CTDOL; if job protection is denied, file a complaint within 180 days via CTDOL’s Leave Complaint & Appeal Portal and consider legal aid through Statewide Legal Services. (portal.ct.gov)

Table — Leave and Pay at a Glance

Situation	Job protection	Income	Notes
Prenatal care, bed rest, or pregnancy complications	CTFMLA; possibly federal FMLA	CT Paid Leave	CT allows up to +2 weeks for incapacity in pregnancy. (portal.ct.gov)
Birth (recovery)	CTFMLA/FMLA	CT Paid Leave	File both: employer leave + paid claim.
Bonding (birth/adoption/foster)	CTFMLA/FMLA	CT Paid Leave	Bonding may be intermittent with employer approval.
Domestic violence‑related time	CGS §31‑51ss	Paid sick time if accrued; otherwise unpaid	Keep basic proof ready. (cga.ct.gov)

How to Stop a Utility Shutoff in Connecticut Today

Call your electric or gas utility and ask for hardship or medical protection and the Winter Protection Plan. The Public Utilities Regulatory Authority (PURA) says hardship/medical customers are protected from shutoff November 1–May 1, and you can get payment plans any time of year. Also apply for CEAP heating help and submit an Operation Fuel application for a one‑time grant. (portal.ct.gov)

If you’re on Aquarion Water, enroll in the 15% Low‑Income Rate Assistance Program (LIRAP) and ask about vouchers; if you’re in the Regional Water Authority area, apply for LIHWAP funds through your local community action agency. Use 24/7 2‑1‑1 to find the right contact fast. (aquarionwater.com)

What to do if this doesn’t work: ask your doctor for a medical protection letter today, bring a CEAP receipt to set up matching programs, and request an escalated review with PURA Consumer Affairs if billing disputes block a plan. Call Operation Fuel to locate a local Fuel Bank for in‑person help. (portal.ct.gov)

Money While You’re Off — Understanding CT Paid Leave Benefits

How much you can get: Weekly benefits replace up to 95% of your base weekly earnings up to a cap of $981 f or l e a v ess t a r t in g in 2025 (60 \times$ 16.35). Check your estimate in the CT Paid Leave portal and note the capped 95% threshold published by CT Paid Leave. (ctpaidleave.org)
How long: Up to 12 weeks per rolling year for most reasons, plus an extra 2 weeks for serious health conditions in pregnancy. Review CT Paid Leave qualifying reasons and submit docs early. (ctpaidleave.org)
Common employer questions: Your job protection comes from CTFMLA/FMLA, not from CT Paid Leave—so file both. If you have short‑term disability through work, ask HR how it coordinates with CT Paid Leave. (ctpaidleave.org)

What to do if this doesn’t work: use the Aflac messaging in your CT Paid Leave account to fix missing docs, request reconsideration if denied, and appeal to CTDOL. Keep all pay stubs and letters. (ctpaidleave.org)

Table — Sample CT Paid Leave Benefit Scenarios (2025)

Average weekly wage	Estimated weekly benefit	Notes
$500	~$475 (95%)	Under 95% threshold
$900	~$780	Part 95% + 60% blended
$1,400	Capped at $981	Cap equals 60 × minimum wage
Variable (hourly)	Use portal estimator	Upload last 5 quarters info

Reference: CT Paid Leave benefit cap guidance and 2025 minimum wage. (ctpaidleave.org)

Health Coverage and Food for You and Your Baby

During and after pregnancy, lock in health care and nutrition support. Use Access Health CT to compare plans; many single moms qualify for free HUSKY Health or the zero‑premium Covered Connecticut Program; and call WIC to apply online with flexible appointments. DSS ConneCT is your gateway to SNAP and cash assistance if you need it. (accesshealthct.com)

Need child care? Check eligibility and apply for Care 4 Kids, find openings with 211 Child Care, and call OEC if you need licensing or complaint support about a provider. If your baby or toddler needs early intervention, contact Birth to Three (referrals via Child Development Infoline 1‑800‑505‑7000). (ctcare4kids.com)

What to do if this doesn’t work: request a special enrollment at Access Health CT, ask HUSKY Health Member Services about postpartum coverage, and use 211 to find local clinics and food pantries (including Connecticut Foodshare’s mobile pantry). (accesshealthct.com)

Common Mistakes to Avoid

Waiting too long to ask for accommodations: Ask early and in writing using PWFA examples and CGS §46a‑60 language. Don’t accept “we’ll see” without a date. (eeoc.gov)
Filing only for pay, not job protection: Submit CT Paid Leave and employer CTFMLA together so your job is protected and your benefits pay on time. (ctpaidleave.org)
Ignoring deadlines: CHRO has a 300‑day filing limit, CTDOL has 180 days for CTFMLA complaints, and the PUMP Act allows private action if space/time is denied. Set calendar alerts. (portal.ct.gov)
Counting on quick state responses without proof: CTDOL’s wage team reports 8–10 months backlog for new wage claims; keep pay records and send complete packets to avoid delays. Use CTDOL Wage & Workplace Standards forms. (portal.ct.gov)
Not documenting retaliation: Keep a dated log and save emails. If hours are cut after you requested leave or pumping space, contact CHRO and U.S. DOL the same day. (portal.ct.gov)

Reality Check — What Single Moms Report in CT

Delays happen: CTDOL and CT Paid Leave process thousands of claims; full wage or leave cases can take months. Keep copies, use the CT Paid Leave portal messaging, and follow up by phone. CTDOL’s posted backlog shows why complete packets matter. (ctpaidleave.org)
Rules can shift: PWFA regulations are being litigated in parts (e.g., abortion‑related accommodations). Check the latest with EEOC and consult counsel via GHLA or NHLAA if your situation involves sensitive medical care. (apnews.com)
Funding is finite: Energy, water, and food aid (like CEAP, Operation Fuel, and Connecticut Foodshare) can pause when funds run low—apply early and re‑check often. (portal.ct.gov)

Quick Reference Cheat Sheet

Need	Do this first	Then do this
Accommodation at work	Email HR citing PWFA	Add CGS §46a‑60 and request an interim solution
Paid time off for birth/bonding	File CT Paid Leave	File CTFMLA with employer
Pumping space/time	Send PUMP Act fact sheet	Escalate to U.S. DOL WHD if refusal
Utility shutoff	Call utility; request PURA Winter Plan	Apply CEAP + Operation Fuel
Legal help	Call Statewide Legal Services	Contact CHRO if discrimination

Application Checklist — Print or Screenshot

Photo ID: driver’s license, state ID, or passport (for CT Paid Leave, CTFMLA, and benefits)
Proof of income: last 5 quarters or recent pay stubs for CT Paid Leave; last 4 weeks for Operation Fuel
Medical documentation: provider note if needed for PWFA/CT law and CT Paid Leave
Birth/adoption paperwork: hospital letter or adoption/foster placement papers for bonding leave
Utility info: account numbers and last bill for CEAP or PURA plans

If Your Application Gets Denied

CT Paid Leave: Use the “reconsideration” option in your CT Paid Leave account, then appeal to CTDOL with any new documents. Keep mailing proofs. (ctpaidleave.org)
CTFMLA: You have 180 days to file a complaint with CTDOL. If you’re fired or hours are cut, add a discrimination charge at CHRO. (portal.ct.gov)
PUMP Act or pay issues: File with U.S. DOL WHD and CTDOL Wage & Workplace Standards. Expect long queues; the division notes a significant backlog—complete forms carefully. (portal.ct.gov)

Diverse Communities — Targeted Help and Notes

LGBTQ+ single mothers: Ask HR for pump space and parental leave equal to other parents under FMLA and CTFMLA; seek affirming care via Access Health CT; and look for peer support through local LGBTQ+ centers (for example, Norwalk’s Triangle Community Center and Hartford‑area resources) alongside CHRO if harassment occurs. Accessibility note: ask for gender‑inclusive lactation space signage and “no‑outing” confidentiality in writing. (dol.gov)
Single mothers with disabilities or disabled children: Use Birth to Three for early intervention, HUSKY Health for equipment and therapies, and apply with Care 4 Kids for child‑care costs. For employment supports, contact the state’s disability agencies through 211 and your local school’s special education team. Accessibility note: ask for large‑print forms or TTY numbers; many state sites list TTY or 711 relay. (birth23.org)
Veteran single mothers: Coordinate maternity/primary care through VA CT while using CT Paid Leave and CTFMLA at work; contact the state Department of Veterans Affairs for women veterans programs and housing supports; and call 211 for local veteran family resources. Keep proof of service for priority services. (ctpaidleave.org)
Immigrant/refugee single moms: You have rights at work under PWFA and CGS §46a‑60 regardless of status; seek community help through refugee organizations, and use CHRO for discrimination. Apply for WIC—citizenship is not required for WIC. Accessibility note: ask for interpreter services and translated forms. (portal.ct.gov)
Tribal-specific resources: Tribal members can access care and social services via Mashantucket Pequot Tribal Health Services (860‑312‑8000) and contacts listed by the Mashantucket Pequot Tribal Nation; Mohegan members can reach the Mohegan Tribal Health Department. For off‑reservation benefits, coordinate CT Paid Leave with tribal programs, and call 211 for local supports. Accessibility note: ask to coordinate care across tribal and state benefits with written releases. (mashantucketpequottribalhealth.com)
Rural single moms with limited access: Use CT Paid Leave online, request tele‑visits with providers through HUSKY Health plans, and schedule mobile pantry pickups from Connecticut Foodshare. Ask employers for hybrid/telework accommodations documented under PWFA. Accessibility note: ask for mailed forms if broadband is unreliable. (ctpaidleave.org)
Single fathers: Bonding leave and pumping‑space laws don’t depend on gender; dads can use CT Paid Leave and CTFMLA for adoption, foster or birth bonding. For parenting programs, search 211 for fatherhood services. (ctpaidleave.org)
Language access: Most state hotlines accept 711 relay; Access Health CT and 211 offer multiple languages; CHRO lists TDD/TTY lines. Ask agencies for large‑print forms and translated notices. (accesshealthct.com)

Resources by Region — Community Action & Local Help

Connecticut’s Community Action Agencies (CAAs) handle CEAP energy help, SNAP outreach, and other supports. Find yours using CAFCA’s map, or use DSS’s SNAP Outreach page for phone numbers by region. If you can’t reach anyone, call 211 to book an appointment. (cafca.org)

Area	Community Action Agency	Typical services
Bridgeport & Upper Fairfield	Alliance for Community Empowerment via CAFCA	CEAP fuel help, SNAP intake, job training
Hartford & Middlesex	Community Renewal Team (CRT) via CAFCA	CEAP, meals, housing navigation
New Haven area	CAA of New Haven via CAFCA	CEAP, case management
Waterbury/Meriden/Torrington	New Opportunities, Inc. via CAFCA	CEAP, workforce
SE CT (New London)	TVCCA via CAFCA	CEAP, Head Start

What to do if this doesn’t work: email CAFCA for help, try a different regional office, and apply for CEAP online if phone lines are busy. (cafca.org)

Local Organizations, Charities, Churches, and Support

Use these trusted groups when paychecks are tight or you need a hand with diapers, food, or legal issues. Keep calling even if a voicemail says “full”—slots open daily.

Legal help: Greater Hartford Legal Aid, New Haven Legal Assistance Association, and Statewide Legal Services (1‑800‑453‑3320) can advise on discrimination, leave, and benefits. (ghla.org)
Food & diapers: Connecticut Foodshare mobile pantry, The Diaper Bank of Connecticut, and 211 for local diaper networks and pantries. (ctfoodshare.org)
Parenting/child care: Care 4 Kids, 211 Child Care, and OEC help with subsidies and quality care options. (ctcare4kids.com)
Domestic & sexual violence: Use CHRO for workplace discrimination, check leave under CGS §31‑51ss, and find confidential crisis help through statewide hotlines via 211.
Water/utility help: PURA programs, Operation Fuel, and water discounts at Aquarion or RWA LIHWAP. (portal.ct.gov)

County/City Variations You Should Know

Hartford utility & water: Ask for electric hardship and matching with PURA, and check your water provider (Hartford area uses MDC; grants may run through Operation Fuel and local agencies). Use city social services listed on 211. (portal.ct.gov)
New Haven (RWA water): Apply for RWA LIHWAP and ask about the Residential Water Assistance Program run with Dollar Energy Fund; combine with CEAP. (rwater.com)
Bridgeport/Stamford (Aquarion water): Enroll in LIRAP 15% discount and ask for voucher or flexible payment plan; use Operation Fuel for grants. (aquarionwater.com)

City‑Specific Help Examples

Bridgeport Water Bill Help: Combine Aquarion LIRAP with Operation Fuel and request hardship protection through your electric utility using PURA’s guide. If you need food, check Connecticut Foodshare’s calendar. (aquarionwater.com)
Hartford Rent & Energy: Start with CRT for CEAP; if your pay is short while on CT Paid Leave, ask about budget counseling; and scan 211 for emergency grants. Put any eviction notices in a folder and call legal aid. (cafca.org)
New Haven Feeding & Diapers: Use RWA LIHWAP, The Diaper Bank of Connecticut, and Connecticut Foodshare mobile for near‑term basics while you finalize CT Paid Leave. (rwater.com)

How Long Things Take (Realistic Timelines)

Task	Typical timing in CT
Pregnancy accommodation meeting with HR	1–7 days after you email, faster if safety‑related (use PWFA) (eeoc.gov)
CT Paid Leave claim review	A few weeks after complete docs, faster if filed 30+ days ahead (CT Paid Leave)
CTFMLA employer paperwork	15-day window for medical certification once requested (U.S. DOL FMLA) (dol.gov)
CHRO early case assessment	Agency review after response; 60‑day case assessment review applies (see CHRO process) (portal.ct.gov)
Wage claim assignment at CTDOL	Posted backlog of 8–10 months to assign new claims (CTDOL WWS) (portal.ct.gov)

FAQs (Connecticut‑Specific)

Do I have to tell my boss I’m pregnant?
You don’t have to disclose unless asking for an accommodation under PWFA or CGS §46a‑60. If your role has safety risks, ask for temporary changes using EEOC examples. (eeoc.gov)
Can my employer force me onto unpaid leave?
No, not if a reasonable accommodation would let you work under PWFA or CGS §46a‑60. Ask for an interim change and document delays. (eeoc.gov)
How many weeks of leave can I take in CT?
Most workers can take 12 weeks in 12 months under CTFMLA, plus up to 2 extra weeks if pregnant and incapacitated; federal FMLA may also apply at larger employers. (portal.ct.gov)
What’s the 2025 CT Paid Leave maximum weekly payment?
$981 p er w ee k (60 \times$ 16.35). See CT Paid Leave benefit notes and the minimum wage announcement. (ctpaidleave.org)
Can I pump at work if I’m salaried?
Yes. Most employees are covered by the PUMP Act; CT’s 31‑40w adds room standards. (dol.gov)
I work for a tiny employer—do I still have leave rights?
Yes for CTFMLA (applies at 1+ employees in most workplaces), plus CT Paid Leave for benefits. Federal FMLA still needs 50+ employees. (portal.ct.gov)
I was fired after asking for leave—what now?
File with CHRO and CTDOL; call Statewide Legal Services for free legal advice while you file unemployment. (portal.ct.gov)
How do I get emergency heat help?
Apply for CEAP (energy bill help) and Operation Fuel; ask your utility about PURA’s Winter Protection Plan. (portal.ct.gov)
Where can I get diapers?
Search The Diaper Bank of Connecticut’s network, ask 211 for distribution days, and check with hospital social workers linked to statewide Diaper Connections. (thediaperbank.org)
Who enforces harassment or denial of accommodations?
CHRO enforces CT discrimination law; EEOC enforces federal laws including PWFA; U.S. DOL WHD enforces the PUMP Act and FMLA pay/time rules. (portal.ct.gov)

Spanish summary — Resumen en español (traducción generada con herramientas de IA)

Si está embarazada o es mamá soltera que trabaja en Connecticut, puede pedir “acomodos razonables” por embarazo bajo PWFA y CGS §46a‑60, tomar hasta 12 semanas de permiso protegido bajo CTFMLA y recibir pagos de CT Paid Leave mientras está de licencia. Tiene derecho a descansos y un lugar privado (no baño) para extraer leche según el PUMP Act y la ley estatal 31‑40w. Para ayuda rápida, llame a CT Paid Leave (1‑877‑499‑8606), Access Health CT (1‑855‑805‑4325) y 211. Si su empleador niega o retrasa sus derechos, presente una queja en CHRO y/o en U.S. DOL de inmediato. (dol.gov)

About This Guide

Compiled by the ASingleMother.org Editorial Team.

This guide uses official sources including:

CT Paid Leave Authority (program rules, caps, and filings) (ctpaidleave.org)
Connecticut Department of Labor (CTFMLA rules, complaint timelines) and Wage & Workplace Standards (backlog, wage claims) (portal.ct.gov)
CHRO (300‑day filing window, intake) and EEOC PWFA (accommodation examples) (portal.ct.gov)
U.S. DOL (PUMP Act) and FMLA Fact Sheet #28 (federal leave) (dol.gov)
PURA Consumer Services, CEAP, and Operation Fuel (utility protections, energy help) (portal.ct.gov)

Last verified September 2025, next review April January 2026.

This guide is produced based on our Editorial Standards using only official sources, regularly updated and monitored, but not affiliated with any government agency and not a substitute for official agency guidance. Individual eligibility outcomes cannot be guaranteed. Please note that despite our careful verification process, errors may still occur — email info@asinglemother.org with corrections and we respond within 72 hours.

Disclaimer

This is general information for Connecticut and not legal advice. For legal help, contact Statewide Legal Services or a private attorney, and confirm current availability of benefits with CT Paid Leave and CTDOL before you apply. Laws and benefit amounts may change; when in doubt, verify with the linked state and federal agencies.

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