Connecticut Return to Office Mandate 2026

What is Connecticut’s return to office mandate?

Connecticut does not have a state-mandated return to office requirement for private sector employers. Private employers in Connecticut operate under at-will employment principles and may establish their own return to office policies, subject to employment contracts, collective bargaining agreements, and anti-discrimination laws.

Connecticut state employees have a negotiated telework policy established through arbitration between the State of Connecticut and the State Employees Bargaining Agent Coalition (SEBAC). This policy permits telework arrangements subject to operational needs and agency approval.

Source: Connecticut General Assembly legislative research; Office of Policy and Management telework agreement
Available at: https://portal.ct.gov/-/media/opm/olr/notices/2021-tw-final-agreement-with-arbitrated-issue-included.pdf

Does Connecticut’s state employee telework policy apply to private employers?

No. The telework policy negotiated through SEBAC arbitration applies only to Connecticut state executive branch employees covered by collective bargaining agreements. This policy does not apply to:

• Private sector employers or employees
• Municipal employees
• Judicial branch employees (separate policies may apply)
• Legislative branch employees

Private sector employers in Connecticut develop their own workplace policies consistent with employment law, contracts, and collective bargaining agreements.

Source: Connecticut Office of Policy and Management – Agreement on Final Telework Policy

Can my employer force me back to the office in Connecticut?

Under Connecticut’s at-will employment doctrine, employers generally may change workplace conditions, including requiring in-person work, unless:

• An employment contract specifies remote work or location
• A collective bargaining agreement addresses workplace location
• The change violates anti-discrimination laws
• The employee has a disability requiring remote work as a reasonable accommodation
• The change constitutes retaliation for protected activity

Employees who refuse to comply with lawful return to office directives may face discipline or termination, absent contractual protections or reasonable accommodation requirements.

Important: Employees with disabilities may request remote work as a reasonable accommodation through the interactive process. Employers must evaluate such requests in good faith.

Source: Connecticut employment law principles; Connecticut Fair Employment Practices Act

What are my accommodation rights under Connecticut law?

Connecticut law prohibits employment discrimination based on disability. While Connecticut statutes do not explicitly use the term “reasonable accommodation,” the Connecticut Commission on Human Rights and Opportunities interprets Connecticut law to require reasonable accommodations similar to federal ADA requirements.

To request accommodation:

1. Inform your employer of your disability-related need (no specific language required)
2. Engage in interactive dialogue about possible accommodations
3. Provide medical documentation if requested
4. Cooperate in identifying effective accommodations

Reasonable accommodations may include:

• Modified work schedules
• Remote work arrangements (if essential functions can be performed remotely)
• Workplace modifications
• Reassignment to vacant positions
• Other modifications enabling essential function performance

Employers are not required to provide accommodations that:

• Eliminate essential functions of the position
• Pose undue hardship on business operations
• Fundamentally alter the nature of the job

Source: Connecticut Fair Employment Practices Act; Connecticut Commission on Human Rights and Opportunities
Federal guidance: U.S. Equal Employment Opportunity Commission

How do I file a discrimination complaint in Connecticut?

To file with Connecticut Commission on Human Rights and Opportunities (CHRO):

Step 1: Contact the CHRO regional office serving the location where discrimination occurred:

• Capitol Regional Office (Hartford area): (860) 541-3400
• Southwest Regional Office (Bridgeport area): (203) 579-6246
• West Central Regional Office (Waterbury area): (203) 579-6246
• Eastern Regional Office (Norwich area): (860) 263-6791

Step 2: Complete intake process with Intake Officer

Step 3: File formal, signed, and sworn complaint before 300-day deadline

Deadline: 300 days from the date of alleged discriminatory act

To file with U.S. Equal Employment Opportunity Commission (EEOC):

Online: https://publicportal.eeoc.gov/
Phone: 1-800-669-4000
Deadline: 300 days from discriminatory act (in Connecticut)

Dual filing: Connecticut has a worksharing agreement with EEOC. Complaints may be automatically dual-filed.

Source: Connecticut Commission on Human Rights and Opportunities; U.S. Equal Employment Opportunity Commission
CHRO website: https://portal.ct.gov/chro

Can I request remote work as a reasonable accommodation in Connecticut?

Yes. Employees with disabilities may request remote work as a reasonable accommodation. Employers must engage in an interactive process to evaluate the request.

Factors considered:

• Whether remote work enables performance of essential functions
• Whether in-person presence is an essential function
• Available technology and communication methods
• Impact on business operations and other employees
• Undue hardship considerations

Connecticut court guidance:

In Castelino v. Whitman, Breed, Abbott & Morgan (Connecticut Appellate Court, July 2024), the court held that employers are not required to eliminate essential functions, including workplace attendance, to accommodate remote work requests.

According to legal analysis:

“The court ruled that employers don’t have to accommodate requests for full-time remote work, if those arrangements would eliminate essential job functions.”

Key principle: Employers must evaluate each request individually through the interactive process. Remote work may be a reasonable accommodation in appropriate circumstances, but employers are not required to eliminate essential job functions.

Source: Connecticut Appellate Court decision; Hartford Business Journal legal analysis; EEOC guidance

What is Connecticut’s Fair Employment Practices Act?

The Connecticut Fair Employment Practices Act (CFEPA) is Connecticut’s primary anti-discrimination law prohibiting employment discrimination based on protected characteristics.

Reference: Connecticut General Statutes §§ 46a-51 through 46a-99

Protected classes under CFEPA:

• Race
• Color
• Religious creed
• Age
• Sex
• Gender identity or expression
• Marital status
• National origin
• Ancestry
• Present or past history of mental disability
• Intellectual disability
• Learning disability
• Physical disability (including blindness)
• Sexual orientation
• Genetic information
• Status as a veteran

Employer coverage: Employers with 3 or more employees

Enforcement: Connecticut Commission on Human Rights and Opportunities (CHRO)

Remedies: CHRO may order hiring, reinstatement, back pay, front pay, compensatory damages, and other relief

Source: Connecticut General Statutes Chapter 814c
Available at: https://www.cga.ct.gov/current/pub/chap_814c.htm

Where do I file an EEOC complaint in Connecticut?

The U.S. Equal Employment Opportunity Commission (EEOC) office serving Connecticut is:

Boston Area Office
John F. Kennedy Federal Building
15 New Sudbury Street, Room 475
Boston, MA 02203

Telephone: 1-800-669-4000
TTY: 1-800-669-6820
Website: https://www.eeoc.gov/field-office/boston/location

Coverage area: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont

Filing methods:

• Online: https://publicportal.eeoc.gov/
• Phone: 1-800-669-4000
• In person: Boston Area Office (appointments recommended)

Deadline: 300 days from discriminatory act (in states with Fair Employment Practice Agency like Connecticut)

Dual filing: Connecticut has a worksharing agreement with EEOC. Charges filed with Connecticut Commission on Human Rights and Opportunities may be automatically dual-filed with EEOC.

Source: U.S. Equal Employment Opportunity Commission

What is at-will employment in Connecticut?

At-will employment means that either the employer or employee may terminate the employment relationship at any time, for any lawful reason or no reason at all, with or without notice.

Connecticut application:

Connecticut recognizes at-will employment as the default employment relationship unless modified by:

• Express employment contract
• Implied contract based on conduct, policies, or representations
• Collective bargaining agreement
• Statutory protections (anti-discrimination, anti-retaliation)
• Public policy exceptions

Exceptions protecting employees:

• Cannot terminate for discriminatory reasons (race, sex, disability, etc.)
• Cannot terminate in retaliation for protected activity (filing complaints, exercising legal rights)
• Cannot terminate in violation of public policy (jury duty, whistleblowing)
• Cannot terminate in breach of contract
• Cannot terminate in violation of collective bargaining agreement

Source: Connecticut common law; Connecticut employment statutes

What is the difference between state employee and private sector RTO requirements in Connecticut?

State Employees:

Connecticut state executive branch employees covered by collective bargaining operate under the telework policy negotiated through SEBAC arbitration:

• Telework applications submitted twice yearly (January and July)
• Requests for 50% or less telework generally granted
• Higher percentages subject to agency head approval
• Denials subject to grievance and arbitration
• Policy effective through collective bargaining agreement term

Governed by: SEBAC Agreement on Final Telework Policy
Enforcement: Grievance procedures, arbitration
Source: Connecticut Office of Policy and Management

Private Sector Employees:

Private sector employees have no statutory right to telework or remote work:

• Employers establish workplace policies
• At-will employment permits workplace location changes
• No general requirement for telework availability
• Subject to employment contracts and collective bargaining agreements
• Reasonable accommodation requirements apply for disabilities
• Anti-discrimination and anti-retaliation protections apply

Governed by: Employment contracts, at-will employment doctrine, anti-discrimination laws
Enforcement: Connecticut Commission on Human Rights and Opportunities, EEOC, courts
Source: Connecticut Fair Employment Practices Act, federal ADA

Common requirements for both:

• Reasonable accommodation for disabilities
• No discrimination based on protected characteristics
• No retaliation for protected activity

Are there pending RTO bills in the Connecticut Legislature?

As of December 30, 2025, no bills specifically mandating return to office for private sector employers have been identified in the Connecticut General Assembly.

2024-2025 session review:

The Connecticut General Assembly’s Labor and Public Employees Committee considered proposals regarding state employee telework in 2024, but these addressed state employee policies rather than private sector mandates.

Monitoring legislation:

To monitor future legislation:

Website: https://www.cga.ct.gov/
Bill search: https://www.cga.ct.gov/asp/menu/Search.asp
Search terms: “remote work”, “telework”, “return to office”, “workplace location”

Legislative session: Connecticut General Assembly typically convenes January through June in regular session

Committee of jurisdiction: Labor and Public Employees Committee handles employment-related legislation

Source: Connecticut General Assembly website

How does Connecticut regulate remote work arrangements?

Connecticut does not have specific statutes regulating remote work arrangements for private sector employment. Remote work arrangements are governed by:

1. Employment Contracts:

Employment agreements may specify:

• Workplace location (remote, hybrid, in-office)
• Employer’s right to change work location
• Notice requirements for location changes
• Remote work equipment and expenses

2. Collective Bargaining Agreements:

Union contracts may address:

• Remote work eligibility and procedures
• Equipment and technology provisions
• Management rights to assign work location
• Grievance procedures for disputes

3. Employer Policies:

Employers establish policies regarding:

• Remote work eligibility criteria
• Application and approval processes
• Performance expectations
• Technology and security requirements

4. Legal Requirements:

Regardless of work location:

• Wage and hour laws apply (minimum wage, overtime, breaks)
• Workers’ compensation coverage applies
• Anti-discrimination laws apply
• Tax withholding and unemployment insurance apply

Source: Connecticut employment law framework

What protections exist for employees refusing return to office mandates?

Limited general protections:

Connecticut at-will employment permits employers to change workplace conditions, including requiring in-person work. Employees who refuse lawful return to office directives risk discipline or termination, unless:

1. Contract Protection:

Employment contract or collective bargaining agreement specifies remote work or restricts employer’s ability to change work location.

2. Reasonable Accommodation:

Employee has disability requiring remote work as reasonable accommodation. Employer must engage in interactive process and provide accommodation unless it poses undue hardship or eliminates essential functions.

3. Anti-Discrimination Protection:

Return to office policy discriminates against protected class (e.g., disproportionately impacts employees with disabilities without business justification).

4. Anti-Retaliation Protection:

Return to office requirement constitutes retaliation for:

• Filing discrimination complaint
• Requesting reasonable accommodation
• Taking protected family/medical leave
• Exercising legal rights

5. Public Policy Exception:

Return to office requirement violates public policy (rare circumstances).

No general right to refuse:

Connecticut law does not provide employees a general right to demand remote work or refuse return to office directives absent one of the above protections.

Source: Connecticut employment law principles; Connecticut Fair Employment Practices Act

How long do I have to file a discrimination complaint in Connecticut?

Connecticut Commission on Human Rights and Opportunities (CHRO):

Deadline: 300 days from the date of alleged discriminatory act

According to Connecticut General Statutes § 46a-82(f):

“A complaint under this section shall be filed within three hundred days after the alleged act of discrimination.”

Important: Contacting CHRO or completing an online inquiry does not constitute filing a complaint. A formal, signed, and sworn complaint must be filed before the 300-day deadline.

U.S. Equal Employment Opportunity Commission (EEOC):

Deadline: 300 days from discriminatory act (in states with Fair Employment Practice Agency like Connecticut)

Continuing violations:

For ongoing discriminatory practices, the 300-day period may begin from the most recent occurrence. Consult with CHRO or an attorney regarding continuing violation analysis.

Tolling:

The deadline may be tolled (paused) in limited circumstances, such as:

• Employer fraudulent concealment
• Mental incapacity
• Ongoing negotiation or investigation (limited tolling)

Recommendation: File complaints as soon as possible after the alleged discrimination to preserve rights and evidence.

Source: Connecticut General Statutes § 46a-82; 42 U.S.C. § 2000e-5

What should I do if my accommodation request is denied?

If your employer denies your reasonable accommodation request:

Step 1: Request written explanation

Ask your employer to provide written reasons for the denial, including:

• Why the proposed accommodation is not reasonable
• Whether undue hardship exists
• What alternative accommodations were considered

Step 2: Engage in further interactive process

Propose alternative accommodations that might address your needs while meeting employer’s operational concerns.

Step 3: Obtain medical documentation

Ensure you have current medical documentation from your healthcare provider explaining:

• Your diagnosis and functional limitations
• Why the requested accommodation is medically necessary
• How the accommodation enables you to perform essential functions

Step 4: Document all communications

Keep records of:

• All accommodation requests (written preferred)
• Employer responses
• Medical documentation provided
• Interactive process discussions

Step 5: File complaint if appropriate

If you believe the denial was unlawful, you may file a complaint with:

Connecticut Commission on Human Rights and Opportunities:
Telephone: (860) 541-3400 or 1-800-477-5737
Website: https://portal.ct.gov/chro
Deadline: 300 days from denial

U.S. Equal Employment Opportunity Commission:
Telephone: 1-800-669-4000
Website: https://publicportal.eeoc.gov/
Deadline: 300 days from denial

Step 6: Consider legal consultation

Consult with a Connecticut employment attorney to evaluate your situation and options.

Source: EEOC guidance; Connecticut Commission on Human Rights and Opportunities