Connecticut Employment Law
Connecticut Fair Employment Practices Act covers employers with 3+ employees with very broad protected classes including gender identity, veteran status, and genetic information.
At-Will
Yes
Right-to-Work
No
EEOC Deferral
300 days
Min. Wage
$16.94
Connecticut State Laws (12)
CT FEPA
Conn. Gen. Stat. §§ 46a-51 to 46a-104
Connecticut's comprehensive anti-discrimination statute covering employers with 3 or more employees. Protects an extensive list of classes including race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, disability, genetic information, sexual orientation, and veteran status. Administered by the Connecticut Commission on Human Rights and Opportunities.
Protected Classes
Key Provisions
- ✓Low employer threshold of 3 employees
- ✓Very broad list of protected classes including gender identity/expression and veteran status
- ✓Distinguishes between mental, intellectual, learning, and physical disabilities
- ✓Covers present and past history of mental disability
- ✓Administrative process through CHRO with option for release to court
- ✓300-day filing deadline is more generous than many states
- ✓Prohibits discriminatory employment advertising
Remedies
CT FMLA
Conn. Gen. Stat. § 31-51kk et seq.
Provides eligible Connecticut employees with up to 12 weeks of job-protected leave for family and medical reasons. As of 2022, covers all employers with 1 or more employees, significantly broader than the federal FMLA. Connecticut also has a paid leave program that provides wage replacement during qualifying leaves.
Key Provisions
- ✓Covers all employers with 1 or more employees (expanded from 75 in 2022)
- ✓Provides 12 weeks of job-protected leave per 12-month period
- ✓Covers additional family members beyond federal FMLA
- ✓Connecticut Paid Leave program provides partial wage replacement during leave
- ✓Covers leave for organ or bone marrow donation
- ✓Prohibits retaliation for requesting or taking leave
Remedies
CT Paid Sick Leave
Conn. Gen. Stat. § 31-57s
Requires employers with 50 or more employees to provide paid sick leave to service workers. Service workers accrue one hour of paid sick leave for every 40 hours worked, up to 40 hours per year. Covers a specific list of service worker occupations defined in the statute.
Key Provisions
- ✓Requires paid sick leave for service workers at employers with 50+ employees
- ✓Accrual of 1 hour per 40 hours worked, capped at 40 hours per year
- ✓May be used for employee's own illness, injury, or health condition
- ✓May be used to care for a child or spouse's illness
- ✓May be used for reasons related to family violence or sexual assault
- ✓Prohibits retaliation for requesting or using paid sick leave
Remedies
CT Family Violence Victim
Conn. Gen. Stat. § 31-51ss
Employers with 3+ employees must provide up to 12 days unpaid leave per year for victims of family violence to seek medical care, counseling, services, or attend court.
Key Provisions
- ✓Employers with 3+ employees must provide up to 12 days unpaid leave per year for victims of family violence to seek medical care, counseling, services, or attend court.
Remedies
CT Equal Pay
Conn. Gen. Stat. § 31-75; § 31-40z (salary history); § 31-40s (pay range)
Prohibits sex-based pay discrimination, bans salary-history inquiries (effective 2019), and requires employers to disclose salary range to applicants and current employees on request (effective Oct 2021).
Protected Classes
Key Provisions
- ✓Prohibits sex-based pay discrimination, bans salary-history inquiries (effective 2019), and requires employers to disclose salary range to applicants and current employees on request (effective Oct 2021).
Remedies
CT Employee Free Speech
Conn. Gen. Stat. § 31-51q
Protects employees from discipline or discharge for exercise of First Amendment / Connecticut Constitution speech rights, provided the speech doesn't substantially interfere with the employee's job performance or working relationship.
Key Provisions
- ✓Protects employees from discipline or discharge for exercise of First Amendment / Connecticut Constitution speech rights, provided the speech doesn't substantially interfere with the employee's job performance or working relationship.
Remedies
CT Plant Closing Mass
Conn. Gen. Stat. § 31-51n et seq.
Employers with 100+ employees that close a facility or relocate out-of-state must pay for continuation of group health insurance for 120 days for affected employees.
Protected Classes
Key Provisions
- ✓Employers with 100+ employees that close a facility or relocate out-of-state must pay for continuation of group health insurance for 120 days for affected employees.
Remedies
CT Restrictions on Physician/APRN/PA
Conn. Gen. Stat. § 20-14p (physicians); § 20-87k (APRNs); § 20-12i (PAs)
Strict statutory limits on non-competes for physicians, APRNs, and physician assistants — max 1 year, 15-mile geographic restriction, void if employer terminates without cause.
Key Provisions
- ✓Strict statutory limits on non-competes for physicians, APRNs, and physician assistants — max 1 year, 15-mile geographic restriction, void if employer terminates without cause.
Remedies
CT Paid Family and
Conn. Gen. Stat. § 31-49e et seq.
Provides up to 12 weeks of paid family and medical leave benefits per year (plus 2 additional weeks for pregnancy-related serious health condition incapacity) through state-administered insurance funded by employee payroll contribution.
Protected Classes
Key Provisions
- ✓Provides up to 12 weeks of paid family and medical leave benefits per year (plus 2 additional weeks for pregnancy-related serious health condition incapacity) through state-administered insurance funded by employee payroll contribution.
Remedies
CT Pregnancy Discrimination and
Conn. Gen. Stat. § 46a-60(a)(7)
Adds explicit pregnancy/childbirth/lactation accommodation duty under the CT FEPA. Employers must engage in interactive process and cannot force leave if other accommodation is workable.
Protected Classes
Key Provisions
- ✓Adds explicit pregnancy/childbirth/lactation accommodation duty under the CT FEPA. Employers must engage in interactive process and cannot force leave if other accommodation is workable.
Remedies
CT Cannabis Use Off-Duty
Conn. Gen. Stat. § 21a-422a et seq.; specifically § 21a-422l (employment)
Limits employers' ability to discipline employees for off-duty recreational cannabis use; carve-outs for safety-sensitive positions, federal contractors, and impairment at work.
Key Provisions
- ✓Limits employers' ability to discipline employees for off-duty recreational cannabis use; carve-outs for safety-sensitive positions, federal contractors, and impairment at work.
Remedies
CT Whistleblower Protection (Private
Conn. Gen. Stat. § 31-51m
Prohibits employer retaliation against employees who report a suspected violation of law (state, federal, or local) to a public body or testify in such an investigation.
Protected Classes
Key Provisions
- ✓Prohibits employer retaliation against employees who report a suspected violation of law (state, federal, or local) to a public body or testify in such an investigation.
Remedies
Federal Laws That Apply in Connecticut
These federal statutes protect workers nationwide, including in Connecticut. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.
Check which laws apply to your situation in Connecticut
Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.
Check My RightsThis information is provided for educational purposes only and does not constitute legal advice.Connecticut laws are subject to legislative changes. Consult a qualified employment attorney in Connecticut for advice about your specific situation. Last reviewed: March 2026.