Is Connecticut an at-will employment state?

Yes, Connecticut is an at-will employment state, meaning employers can generally terminate employees for any lawful reason. However, Connecticut recognizes exceptions for discrimination, retaliation, and public policy violations.

What is the EEOC filing deadline in Connecticut?

Connecticut is an EEOC deferral state, so the filing deadline for most federal discrimination charges is extended to 300 days from the date of the alleged violation.

What is the minimum wage in Connecticut?

The minimum wage in Connecticut is $16.94.

What is the main employment discrimination law in Connecticut?

CT FEPA (Conn. Gen. Stat. §§ 46a-51 to 46a-104) is Connecticut's primary employment protection law. It covers employers with 3+ employees and protects against discrimination based on race, color, religious creed, age, sex, and more.

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

EEOC Deferral

300 days

Min. Wage

$16.94

Connecticut State Laws (3)

CT FEPA

Conn. Gen. Stat. §§ 46a-51 to 46a-104

300 days

3+ employees

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

racecolorreligious creedagesexgender identity or expressionmarital statusnational originancestrypresent or past history of mental disabilityintellectual disabilitylearning disabilityphysical disabilitygenetic informationsexual orientationveteran status

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

Back payFront payCompensatory damagesPunitive damagesReinstatementEmotional distress damagesAttorney fees and costsInjunctive relief

File with: Connecticut Commission on Human Rights and Opportunities (CHRO)300 days

CT FMLA

Conn. Gen. Stat. § 31-51kk et seq.

— days

1+ employees

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

Reinstatement to same or equivalent positionBack pay and lost benefitsCompensatory damagesAttorney fees and costsPaid leave benefits through CT Paid Leave program

File with: Connecticut Department of Labor or private lawsuit2 years

CT Paid Sick Leave

Conn. Gen. Stat. § 31-57s

— days

50+ employees

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

Reinstatement of sick leave hoursBack pay for denied leaveProtection from retaliationCivil penalties assessed by Department of Labor

File with: Connecticut Department of LaborFile complaint with Connecticut Department of Labor

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.

Title VII15+ employees

Section 19811+ employees

WARN Act100+ employees

— days

Rehabilitation Act1+ employees

300 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

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 Rights

This 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.