Connecticut Workers Compensation

Workers compensation insurance helps employers be prepared for work-related injuries and illnesses. Understanding Connecticut’s workers compensation requirements – from employee benefits to employer insurance coverage responsibilities – can help businesses stay compliant and prepared. Explore how work-related injuries, reporting requirements and CT workers comp laws apply to your business.

Understanding workers compensation in Connecticut

Known for its rich history and natural beauty, Connecticut is also home to a strong workforce that supports several industries including manufacturing, construction and technology. Whether it’s long-established companies or businesses by innovative entrepreneurs, employers and workers in Connecticut join together to keep operations running strong.

In the event of a workplace injury, workers compensation insurance helps employees get the care and support they need while helping employers manage costs and comply with state requirements. Travelers is an industry leader with more than 100 years of workers comp experience. With Travelers, Connecticut businesses can tailor their coverage to their unique needs and get access to safety resources and return-to-work programs to help keep their operations moving forward.

Who is required to carry workers compensation insurance in Connecticut?

If an employer has one or more employees, they are required by law to obtain workers compensation coverage.

Connecticut requirements to consider

Failure to provide required workers compensation insurance can expose employers to severe consequences, including, civil liability for employee injuries, illnesses, or deaths, criminal charges and penalties, monetary fines imposed by state authorities and stop-work orders halting business operations until coverage is obtained.

Who can receive workers compensation benefits in Connecticut?

Injured employees are generally eligible to receive workers compensation benefits. Some individuals are automatically included in or excluded from workers compensation in Connecticut.

Corporations: Officers are included in coverage and may elect to be excluded from coverage.
Partnerships: Partners are included in coverage and may elect to be excluded from coverage.
Sole Proprietorships: Sole proprietors are excluded from coverage and may elect to be included in coverage.
Limited Liability Companies (LLCs): Members are included in coverage and may elect to be excluded from coverage.

Overview of workers compensation requirements in Connecticut

Understanding Connecticut workers compensation is essential for employers. Being aware of state requirements helps employers comply with the law and support employees. This is an overview of the fundamentals of employer responsibilities and the benefits employees may receive under CT workers compensation law.

Connecticut workers compensation employer responsibilities overview

Compensable injuries

Generally, injuries arising out of and in the course of employment, regardless of whose fault it is, have potential for workers compensation benefits.

This includes occupational diseases and cumulative trauma injuries, which are conditions that develop over time in the workplace.

The employee must show that the employment caused the condition and placed the employee at an increased risk of developing as compared to the general public.
Claims must be supported by medical evidence linking the condition to work duties.
Benefits include medical care, wage replacement and any applicable disability benefits based on the severity and impact of the condition.

Posting notices

Connecticut law requires employers to prominently display the “Notice to Employees” poster in a conspicuous place at the worksite. This poster informs employees of their workers compensation rights and provides contact information for the employers' current insurance carrier or self-insurance administrator, along with the state of Connecticut Workers’ Compensation Commission district office information.

Providing medical treatment

Connecticut regulations permit employers and insurers to direct medical care only if they have a Commission-approved managed care plan. In that case, injured employees must treat with providers within the plan, though they may request an outside second opinion with Commission approval.

If no managed care plan exists, the employer may direct the initial treatment, but the injured employee has the right to choose their own treating physician for ongoing care. This ensures prompt care while protecting the injured employee’s right to select medical providers when no certified plan is in place.

Providing lost wages (indemnity)

Employers can be responsible for lost wages, including decrease in pay due to modified job responsibilities. The employee benefits section gives a more in-depth explanation of the types of wage benefits employers may be responsible for.

Prompt reporting and forms

Employers should encourage employees to promptly notify them of any accident or injury. Once aware of a work-related injury, the employer should make sure the injured employee understands they can seek medical treatment if needed. The employer should notify their insurer right away of any work accident or injury so that their insurer can timely report to the state of Connecticut Workers’ Compensation Commission (WCC). This includes promptly forwarding the injured employee’s 30C Notice of Claim for Compensation to their insurer for review and response. Failure to respond to the 30C in a timely manner can waive certain defenses.

Employers or their insurer may need to report claim information throughout the claim process. Employers should maintain complete records of injuries, medical reports, wage history and Average Weekly Wage (AWW) calculations.

Prompt reporting is essential to avoid penalties, provide timely benefits for injured employees and preserve defenses.

Record keeping

Employers should maintain thorough documentation, including details about what happened, when, where and witnesses involved. Accurate record keeping and prompt reporting to their workers compensation insurer can play a key role in a timely and complete investigation and handling of the claim.

The employer should continue to maintain and provide necessary information to their insurer throughout the claim process as it is vital for efficient claim handling and compliance with the workers compensation law.

Penalties

Uninsured employers may be subjected to penalties and fines, including but not limited to criminal prosecution and civil liability lawsuits from injured workers.

Delays or reporting failures can result in fines, penalties and interest under Connecticut workers compensation law.

Connecticut workers compensation employee benefits overview

Calculating Average Weekly Wage (AWW) in Connecticut

An employee’s Average Weekly Wage (AWW) is a set calculation based on Connecticut state requirements. It helps to determine workers compensation wage benefits. Correct benefit amounts can be determined after an employee’s AWW is calculated.

In Connecticut, the employee’s pre-tax AWW is determined from the 52 weeks preceding the injury and includes overtime and bonuses.
Calculations consider the employee’s filing status and are guided by the state of Connecticut’s weekly benefit tables, which provide minimum and maximum rates.

Temporary Total Disability (TTD) benefits

Temporary Total Disability (TTD) benefits are designed to replace wages for injured employees who are temporarily and completely unable to work due to a work injury or illness.

Payments begin after a 3-calendar-day waiting period, which is retroactively paid if disability exceeds 7 days.
The calculation of TTD benefits is based on the employee's pre-tax Average Weekly Wage (AWW).
Benefits continue until the employee returns to work or reaches Maximum Medical Improvement (MMI).

Temporary Partial Disability (TPD) benefits

Temporary Partial Disability (TPD) benefits are paid to injured employees with work restrictions from a work injury or illness, who are able and willing to work but have no job to return to or whose restrictions cannot be accommodated.

Injured employees ready to work but unemployed may be required to conduct job searches to qualify for TPD benefits, ensuring active job seeking during recovery.
These benefits are calculated based on the employee’s pre-tax Average Weekly Wage (AWW).
Payments continue until the employee returns to full-duty work at full wages or reaches Maximum Medical Improvement (MMI).

Permanent Partial Disability (PPD) benefits

Permanent Partial Disability (PPD) benefits compensate injured employees with a permanent loss of function or disfigurement from a work injury or illness who can still work in some capacity.

A medical assessment confirming Maximum Medical Improvement (MMI) determines the permanent impairment rating.
Connecticut uses a statutory schedule designating a specific number of benefit weeks for each affected body part.
PPD benefits are calculated based on the employee’s pre-tax Average Weekly Wage (AWW) and follow Connecticut’s weekly benefit tables for minimum and maximum rates.

Permanent Total Disability (PTD) benefits

Permanent Total Disability (PTD) benefits are provided to injured employees whose injury or illness permanently prevents them from performing any type of work.

Eligibility requires medical documentation confirming Maximum Medical Improvement (MMI) and the inability to engage in gainful employment.
Benefits are based on the employee's pre-tax Average Weekly Wage (AWW).
Benefit calculation considers the employee’s filing status and is guided by Connecticut’s weekly benefit tables, which establish minimum and maximum payment rates.
PTD benefits continue for life or as long as the disability persists.

Fatality benefits

When a work injury or illness results in death, Connecticut provides fatality benefits to the employee’s eligible dependents.

Benefits are based on the employee's pre-tax Average Weekly Wage (AWW). Calculations consider the employee’s filing status and follow Connecticut’s weekly benefit tables.
Eligible dependents include the surviving spouse and dependent children.
- A surviving spouse without dependents receives weekly benefits for life or until remarriage.
- When both a surviving spouse and dependent children qualify, all benefits are paid to the spouse.
- If the dependent children are not the surviving spouse’s children or are not supported by the spouse, benefits are divided among all presumptive dependents.
- Dependent children qualify for benefits until age 18, or 23 if enrolled as full-time students.
Additional benefits cover funeral and burial expenses up to the statutory limit.

Vocational rehabilitation

In Connecticut, Workers' Rehabilitation Services (WRS) administers programs to help employees return to physically appropriate employment when their injuries prevent them from performing their customary or most recent work. These services – which may include vocational counseling, formal training and placement assistance – are meant to help the worker return to work that is physically appropriate following their injury.

Medical benefits

Employers are required to provide all reasonable and necessary medical treatment for work injuries or illnesses, including initial emergency care, ongoing treatment, rehabilitation and services needed to restore the employee’s health and ability to work.

If an employer or insurer has a managed care plan, they may direct medical care to network providers.
Travel mileage for medical appointments is reimbursed at state-approved rates.
Employees are not responsible for any copayments or deductibles.

Legislative updates

Regulations, laws and potential changes that can shift your course

As the nation’s largest writer of workers compensation insurance, Travelers is committed to understanding new and evolving legislation, regulations and trends at the state level. Our employees serve on regional and national associations, boards and committees to advocate on behalf of our customers and the industry. We educate stakeholders on the impact legislation can have on businesses. By taking an active role in the legislative process, we participate in the important dialog around worker safety and advocate for best practices industry-wide so all can benefit from our workers compensation expertise.

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Why choose Travelers

Care for the employee, confidence for the employer

Employees are at the heart of every business. That's why Travelers is here to help employers keep them safe and support them when accidents happen. Our experienced teams guide both employers and their injured employees through recovery, from getting the right care to returning to work as soon as medically appropriate. In fact, 70% of injured employees return to work within 30 days.

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