In Connecticut, as in most states, workers are usually hired on an at-will basis. If there is no employment contract, an employer may discharge an employee for any reason, or even for no reason at all. However, this broad discretion is not unlimited. Employers may not terminate employees for reasons that violate federal or state law. In such circumstances, the employee may have grounds for a claim of wrongful termination.

Federal law provide protections against unlawful termination. The Civil Rights Act of 1964 (Title VII) prohibits firing employees based on race, color, religion, sex or national origin. The Age Discrimination in Employment Act (ADEA) protects workers over the age of 40 from dismissal or other adverse actions based on their age. The Americans with Disabilities Act (ADA) prohibits firing disabled employees unless reasonable accommodations cannot be made. Anti-retaliation laws prevent dismissals for engaging in legally protected activities, such as reporting discrimination or workplace safety violations.

Connecticut law provides additional protections. The Connecticut Fair Employment Practices Act (CFEPA) mirrors federal anti-discrimination laws but applies to smaller employers (those with three or more employees). State law also protects employees from termination based on sexual orientation, gender identity or marital status. Additionally, employers may not fire employees for asserting their rights under wage and hour laws, taking family or medical leave under the Connecticut Family and Medical Leave Act or engaging in legally protected whistleblower activities.

For those who believe they were wrongfully terminated, consulting with an experienced employment law attorney is advisable. Wrongful termination cases usually depend on circumstantial evidence. Employers do not admit to firing an employee for an illegal reason, but certain actions may indicate that an employer’s stated reason for termination is a pretext. A key piece of evidence can be the company’s own employment manuals or internal policies. Many businesses maintain written guidelines that set forth job performance expectations, disciplinary procedures and termination policies. If an employer fires someone contrary to its own established policies, this inconsistency may suggest improper motives.

Similarly, an employee’s performance reviews and personnel records can help establishing a wrongful termination claim. Employers commonly track employee performance through regular evaluations. If an employee has consistently received positive performance reviews and has no documented history of disciplinary actions or policy violations, a sudden termination might appear suspicious. An employer may have to struggle to justify firing an employee with a strong record, particularly if less qualified or lower-performing employees remain employed.

The law firm of Gesmonde, Pietrosimone & Sgrignari, L.L.C., with offices in East Haven and Hamden, Connecticut, has extensive experience representing employees who believe their rights have been violated. Our attorneys can evaluate your circumstances and determine whether you have a viable claim of wrongful termination. Please call 203-745-0942 or contact us online for a free initial consultation.