When a Connecticut worker suffers an injury that prevents them from performing any job duties for a limited period, they may be eligible for Temporary Total Disability (TTD) benefits under the state’s workers’ compensation system. While this form of compensation can provide critical financial support during recovery, the claims process is often complex and filled with procedural hurdles that can delay or jeopardize benefits.

Here’s what injured employees need to understand about qualifying for TTD in Connecticut, how benefits are calculated, and what to expect throughout the claims process.

Understanding Temporary Total Disability in Connecticut

Temporary Total Disability refers to a condition where a worker is completely unable to work due to a job-related injury or illness—but only for a temporary period. This is distinct from Permanent Total Disability, where the individual cannot return to any form of gainful employment permanently.

To qualify for TTD in Connecticut, the injury must:

• Occur during the course of employment
• Result in a total inability to work, as certified by a medical professional
• Be temporary in nature, with the expectation of future improvement

The Connecticut Workers’ Compensation Act governs the administration of these benefits, and the Workers’ Compensation Commission (WCC) oversees compliance and dispute resolution.

When Do TTD Benefits Begin?

There is a waiting period for TTD compensation in Connecticut. Payments begin on the fourth calendar day of disability. However, if the disability lasts more than seven calendar days, the first three days become retroactively compensable.

For example:

• If a worker is out for five days, they’re paid for days 4 and 5.
• If they’re out for ten days, they’re paid for all ten.

This timing makes accurate documentation and early medical evaluation essential.

How Are TTD Benefits Calculated in CT?

TTD benefits in Connecticut are based on a percentage of the injured worker’s average weekly wage (AWW). The AWW is calculated using earnings from the 52 weeks prior to the injury.

As of recent guidelines from the WCC:

• TTD benefits are paid at 75% of the worker’s after-tax average weekly wage
• This includes considerations for federal and state tax withholdings, Social Security, and Medicare

It’s important to note that the state imposes both maximum and minimum weekly benefit rates, which are updated annually. For instance, in 2023, the maximum weekly benefit for TTD was capped at $1,509, although this figure changes each year based on statewide average wages.

Medical Certification and Work Status Reports

To continue receiving TTD benefits, the injured worker must regularly submit medical documentation from their treating physician. This documentation must clearly state:

• The nature of the injury
• That the worker is temporarily unable to perform any type of work
• A projected recovery timeline

Connecticut employers and their insurers often request Form 36, which is used to modify or discontinue benefits. If the insurer believes the worker can return to light-duty work or that their condition no longer qualifies as total disability, they may file this form with the WCC.

Common Reasons for Denial or Suspension of TTD Benefits

Even when eligibility seems straightforward, TTD claims are sometimes denied or suspended. Common issues include:

• Failure to attend medical evaluations or follow treatment plans
• Incomplete or outdated medical records
• Disputes over whether the injury is work-related
• Allegations of misrepresentation or fraud

When a claim is denied, the injured worker has the right to request an informal hearing with the Workers’ Compensation Commission to challenge the decision.

Role of the Employer and Insurance Carrier

Employers in Connecticut are required to carry workers’ compensation insurance. Once an injury is reported, the employer should immediately notify their carrier and file Form 1A (First Report of Injury) with the WCC.

The insurer then has 28 calendar days from the date of injury notification to contest the claim. If they do not contest within this window, the injury is presumed compensable. However, the burden still falls on the injured worker to provide ongoing proof of total disability.

Vocational Rehabilitation and Transitional Work

In cases where recovery is gradual, the WCC may facilitate vocational rehabilitation programs designed to help the injured employee transition back to suitable employment. If a worker refuses such a program without just cause, TTD benefits may be suspended.

Employers are also encouraged to provide transitional or light-duty assignments if the worker becomes medically cleared for partial duties. If the worker refuses a legitimate offer of suitable modified work, their TTD benefits may be discontinued.

Statute of Limitations and Filing Deadlines

Connecticut law requires that injured workers file a written notice of claim (Form 30C) within one year of the date of injury. Failing to meet this deadline could bar the individual from receiving any benefits, including TTD.

Timeliness also applies to medical records, follow-ups, and communication with the employer or insurer. Keeping consistent records is one of the most effective ways to avoid benefit interruptions.

What Injured Workers Can Do to Protect Their TTD Claim

Successfully navigating a TTD claim often involves more than just proving you can’t work. Proactive steps include:

• Seeking immediate medical attention and following prescribed treatments
• Reporting the injury to your employer as soon as possible
• Filing the proper paperwork (Forms 30C, 1A, medical notes) on time
• Keeping copies of all medical and employment-related documents
• Contacting a workers’ compensation attorney if you face delays or disputes

Legal representation can be especially beneficial when facing pushback from an insurer or if a hearing before the WCC becomes necessary.

Conclusion

Temporary Total Disability benefits serve as a financial bridge for injured workers unable to perform any job during their recovery. In Connecticut, the system offers a structured path to support—but only when the proper documentation, procedures, and timelines are followed. With the right information and support, workers can protect their rights and maintain access to the compensation they need to heal and eventually return to work.

Need Legal Help? Brandon J. Broderick, Attorney at Law is One Phone Call Away

If you are facing workplace issues, don’t wait to take action. At Brandon J. Broderick, Attorney at Law, we are committed to advocating for employees and ensuring they receive the legal protection they deserve. Our legal team will fight for your rights, whether through negotiation or litigation.

Call us today for a free consultation to discuss your case.