Workplace Issues in Connecticut
Key Connecticut Law
Connecticut General Statutes Section 46a-60 (Connecticut Fair Employment Practices Act — CFEPA)
CFEPA prohibits employment discrimination based on race, color, religious creed, age, sex, marital status, national origin, ancestry, present or past history of mental disability, mental retardation, learning disability, or physical disability. Connecticut courts have interpreted CFEPA broadly, and the state has added protections for sexual orientation and gender identity.
View official statuteProcedural Details in Connecticut
Connecticut Agencies & Resources
Connecticut Commission on Human Rights and Opportunities (CHRO)
Investigates employment discrimination complaints under CFEPA. File within 300 days of the discriminatory act.
Connecticut Department of Labor — Wage and Workplace Standards
Enforces Connecticut wage payment laws, minimum wage, and workplace standards.
Connecticut Paid Leave Authority
Administers Connecticut's Paid Family and Medical Leave Insurance program for eligible workers.
Frequently Asked Questions
How long do I have to file an employment discrimination complaint in Connecticut?
Under CFEPA, you have 300 days from the date of the discriminatory act to file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO). CFEPA covers employers with 3 or more employees and expressly includes sexual orientation and gender identity as protected classes.
Does Connecticut have paid family leave?
Yes. Connecticut's Paid Family and Medical Leave (CT PFML) program provides eligible workers up to 12 weeks of partially paid leave for qualifying events, including bonding with a new child, caring for a seriously ill family member, or addressing a worker's own serious health condition. Benefits are funded through a small payroll deduction.
What is Connecticut's minimum wage?
Connecticut's minimum wage is $15.69 per hour as of 2024, with annual adjustments. Connecticut was among the first states to reach $15 per hour and continues to increase it based on the employment cost index.
Am I protected for reporting my employer's illegal activity in Connecticut?
Connecticut has a strong whistleblower protection statute (Conn. Gen. Stat. § 31-51m) that prohibits employers from retaliating against employees who report suspected violations of law to supervisors or government agencies. Employees who experience retaliation may be entitled to reinstatement and back pay.
Related Workplace Issues Scenarios
Can I sue for wrongful termination?
Understanding when firing might be illegal and what your employment rights are.
Can I sue for unpaid wages?
Understanding your rights when an employer doesn't pay what you're owed.
Can I sue for retaliation after reporting workplace safety concerns?
Legal protection against employer retaliation for reporting safety violations or refusing unsafe work.
Can I sue for disability discrimination when employer won't accommodate?
Legal options when employers fail to provide reasonable accommodations for qualified disabilities.
Have a Specific Situation in Connecticut?
Every situation is unique. Try our educational assessment tool for guidance based on your specific circumstances.