Connecticut employees benefit from robust legal protections, thanks in large part to state laws that go above and beyond what is required by federal statutes. 

The key source of these expanded rights is the Connecticut Fair Employment Practices Act (CFEPA). Unlike federal anti-discrimination laws — such as Title VII of the Civil Rights Act and the Age Discrimination in Employment Act (ADEA), which apply only to employers with at least 15 or 20 employees, respectively — CFEPA covers virtually all Connecticut employers with at least one employee. This dramatically increases the number of workers eligible for protection against discrimination.

Connecticut law designates a greater number of protected classes than does federal law. CFEPA explicitly prohibits discrimination based on gender identity or expression, sexual orientation, marital status and status as a victim of domestic violence, which are either not addressed or only incompletely covered under federal statutes. This means that more Connecticut workers have the right to challenge workplace treatment based on personal traits or identities.

Another enhanced protection pertains to pregnant and lactating employees. Like federal law, Connecticut law requires employers to provide reasonable accommodations for pregnancy, childbirth and related medical conditions. But state law goes further, requiring employers to provide private, clean spaces for lactation, not just restroom facilities, and reasonable break time for expressing breast milk.

Anti-retaliation protections are also more expansive under Connecticut law. State statutes safeguard employees who oppose or report a wide variety of unlawful employment practices, even in workplaces too small to fall under federal anti-retaliation provisions. CFEPA protects employees who raise concerns internally about conduct they reasonably believe is discriminatory. State law also protects employees from retaliation for complaining about unpaid wages, overtime or wage theft or for reporting workplace safety issues in companies covered by the federal Occupational Health and Safety Act.

Connecticut further recognizes a common law cause of action for a wrongful termination that violates public policy, giving employees an additional legal avenue to challenge retaliatory firings.

Connecticut workers should be aware of their state-specific rights, particularly in smaller workplaces or in situations where federal law appears not to provide a remedy for discrimination or retaliation. A skilled Connecticut employment law attorney can evaluate your circumstances, determine whether you have a viable claim and take all actions needed to pursue your legal remedies.

The law firm of Gesmonde, Pietrosimone & Sgrignari, L.L.C., with offices in East Haven and Hamden, has extensive experience representing employees in Connecticut who believe their rights have been violated. Please call 203-745-0942 or contact us online for a free initial consultation.