How to file a discrimination complaint in Connecticut?

To file an employment discrimination complaint in Connecticut: Step 1: Contact CHRO for intake consultation - Call (860) 541-3400 or visit https://portal.ct.gov/chro Step 2: Speak with intake officer - Discuss your situation - Learn about the complaint process Step 3: Schedule appointment - Arrange time to file formal written complaint Step 4: File formal complaint - Submit written, sworn complaint before 300-day deadline Filing deadline: 300 days from the alleged discriminatory act Note: Filing with CHRO also constitutes filing with the federal EEOC due to work-sharing agreement.

🇺🇸 Connecticut EMPLOYMENT LAW — 2026 UPDATE

Connecticut Employment Law 2026

⚠️Informational only — not legal or tax advice.

Last Updated: January 15, 2026
Last Reviewed: January 15, 2026
Applicable Period: 2026
Jurisdiction: State of Connecticut, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

Click any item below to jump to the relevant section

Introduction
Employment Law Framework in Connecticut
Employee Rights in Connecticut
Discrimination Laws in Connecticut
Reasonable Accommodations
Employer Obligations in Connecticut
Filing Complaints
Remote Work in Connecticut
2026 Updates and Recent Changes
Resources
Frequently Asked Questions

Introduction

Connecticut employment law establishes the legal framework governing the relationship between employers and employees in the state. This comprehensive guide covers both employment law (the broader framework of workplace regulations including wages, working conditions, and general workplace rights) and labor law (the specific subset addressing collective bargaining, unions, and organized labor relations).

Connecticut’s employment law landscape includes both state-specific statutes and federal regulations that apply to Connecticut employers. As of January 1, 2026, Connecticut has one of the highest minimum wages in the nation at $16.94 per hour and provides comprehensive protections against discrimination and workplace violations.

This guide covers:

At-will employment doctrine and exceptions
Minimum wage, overtime, and wage payment requirements
Meal break requirements
Comprehensive discrimination protections (28 protected classes)
Disability, religious, and pregnancy accommodations
Employer obligations including posting requirements and recordkeeping
Complaint filing procedures with state and federal agencies
Paid sick leave requirements (expanding 2025-2027)
Connecticut Paid Family and Medical Leave Insurance Program
2026 legislative updates

Sources consulted:

Connecticut General Statutes (CGS), Title 31 (Labor) and Title 46a (Human Rights)
Connecticut Department of Labor official publications and guidance
Connecticut Commission on Human Rights and Opportunities regulations
U.S. Department of Labor federal law publications
U.S. Equal Employment Opportunity Commission guidance

Employment Law Framework in Connecticut

1.1 At-Will Employment Doctrine

Connecticut follows the at-will employment doctrine, meaning that in the absence of a contract to the contrary, either the employer or employee may terminate the employment relationship at any time, for any reason or no reason, without legal liability.

Legal foundation:

The at-will employment doctrine in Connecticut is established through common law rather than a specific statute. According to Connecticut appellate court decisions, “In Connecticut, an employer and employee have an at-will employment relationship in the absence of a contract to the contrary. Employment at will grants both parties the right to terminate the relationship for any reason, or no reason, at any time without fear of legal liability.”

Source: Thibodeau v. Design Group One Architects, LLC, 260 Conn. 691, 697-98 (2002)
Nature: Common law doctrine recognized by Connecticut courts
Available at: Connecticut Judicial Branch court decisions

What at-will employment means:

For employees: An employer may terminate employment at any time without providing a reason, advance notice, or severance pay, as long as the termination does not violate statutory protections or public policy.

For employers: Employers have broad discretion to make employment decisions but must comply with all applicable federal and state anti-discrimination laws, whistleblower protections, and other statutory limitations.

Exceptions to at-will employment:

Connecticut recognizes several important exceptions that limit an employer’s ability to terminate at-will employees:

1. Statutory exceptions (federal and state employment laws)

Connecticut and federal statutes prohibit employment decisions based on protected characteristics or in retaliation for exercising legal rights.

According to Connecticut General Statutes § 46a-60(a)(1), employers with three or more employees may not “refuse to hire or employ or to bar or to discharge from employment any individual or to discriminate against such individual in compensation or in terms, conditions or privileges of employment because of the individual’s 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, but not limited to, blindness or status as a veteran.”

Source: Connecticut General Statutes § 46a-60(a)(1)
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm
Last amended: 2017 (to add “status as a veteran”)

Additional statutory protections include:

Whistleblower protection: CGS § 31-51m prohibits retaliation against employees who report employer violations to public bodies
Wage discussion protection: CGS § 31-40z prohibits penalizing employees for discussing wages
Jury duty protection: CGS § 51-247a protects employees serving as jurors
Workers’ compensation: Protection against retaliation for filing workers’ compensation claims
Unemployment compensation: Protection against retaliation for filing unemployment claims

2. Public policy exception

Connecticut courts recognize a cause of action for wrongful termination when discharge “contravenes a clear mandate of public policy.”

According to the Connecticut Supreme Court in Sheets v. Teddy’s Frosted Foods, Inc., 179 Conn. 471, 474 (1980), Connecticut permits wrongful termination claims where termination violates well-established public policy found in “constitutional or statutory provisions or in judicially conceived notions.”

Source: Sheets v. Teddy’s Frosted Foods, Inc., 179 Conn. 471, 474 (1980)
Nature: Common law exception established by Connecticut Supreme Court

Examples of public policy violations recognized by Connecticut courts include:

Terminating an employee for refusing to travel to an unsafe location
Firing an employee for refusing to participate in illegal activities
Discharging an employee for reporting workplace safety violations
Terminating an employee for exercising constitutional rights

3. Implied contract exception

Connecticut courts recognize wrongful termination claims based on implied employment contracts formed through employer statements, policies, or conduct.

According to Connecticut case law, an implied contract exists when “the employer agreed, either by words, action, or conduct, to not terminate the employee without just cause” and “the parties agreed on definite terms that are supported by consideration.”

Employee handbooks may create implied contracts if they contain specific termination procedures or state that employees will only be terminated “for cause.” However, many employers include disclaimers in handbooks to preserve at-will status.

Source: Connecticut Office of Legislative Research Report 95-R-1066
Available at: https://www.cga.ct.gov/PS95/rpt/olr/htm/95-R-1066.htm

4. Discrimination and retaliation protections

Federal laws including Title VII of the Civil Rights Act (42 U.S.C. § 2000e), the Americans with Disabilities Act (42 U.S.C. § 12101), the Age Discrimination in Employment Act (29 U.S.C. § 621), and other statutes prohibit termination based on protected characteristics or in retaliation for asserting legal rights.

1.2 Labor Law vs. Employment Law

Connecticut law distinguishes between employment law and labor law, though these terms are sometimes used interchangeably.

Employment Law: The broader legal framework governing all aspects of the employer-employee relationship, including:

Wage and hour requirements
Workplace safety standards
Anti-discrimination protections
Leave and time off requirements
Hiring and termination procedures
Workplace accommodations
General workplace rights and employer obligations

Statutory authority: Connecticut General Statutes Title 31 (Labor) and Title 46a (Human Rights and Opportunities)
Available at: https://www.cga.ct.gov/current/pub/titles.htm

Labor Law: A specific subset of employment law focused on:

Collective bargaining
Union organizing and representation
Labor-management relations
Strikes and work stoppages
Union elections and certifications
Grievance procedures under collective bargaining agreements

Statutory authority: Connecticut General Statutes Title 31, Chapters 559-562 (Labor Organizations, Labor Relations Act, Labor Disputes)
Available at: https://www.cga.ct.gov/current/pub/chap_559.htm

When each applies:

Employment law applies to all employers and employees in Connecticut, regardless of union status. These are universal baseline protections including minimum wage, overtime, anti-discrimination protections, and workplace safety standards.

Labor law applies specifically to unionized workplaces or to organizing activities. For most Connecticut workers who are not union members, employment law provides the primary framework of workplace rights.

Connecticut’s right-to-work status:

Connecticut is NOT a right-to-work state. In workplaces with union representation and a collective bargaining agreement containing a union security clause, employees may be required to pay union dues or fees as a condition of employment.

Source: Connecticut does not have a right-to-work statute; union security agreements are permitted under Connecticut General Statutes Chapter 561 (Labor Relations Act)
Available at: https://www.cga.ct.gov/current/pub/chap_561.htm

Employee Rights in Connecticut

2.1 Wage and Hour Rights

Minimum Wage

Current Connecticut minimum wage (2026): $16.94 per hour

Effective date: January 1, 2026

According to Governor Ned Lamont’s announcement on September 3, 2025: “Beginning on January 1, 2026, Connecticut’s minimum wage will increase from the current rate of $16.35 per hour to $16.94 per hour.”

Source: Governor’s Press Release, September 3, 2025
Published by: Office of Governor Ned Lamont
Available at: https://portal.ct.gov/governor/news/press-releases/2025/09-2025/governor-lamont-announces-minimum-wage-will-increase

Statutory authority: Public Act 19-4 (2019)

The increase is required under Connecticut’s minimum wage indexing law, which connects the state’s minimum wage to economic indicators. According to the law, “the minimum wage is required to be adjusted each year based on the U.S. Department of Labor’s calculation of the employment cost index for the twelve-month period ending on June 30 of the preceding year.”

Process: The Commissioner of the Connecticut Department of Labor reviews the percentage change in the employment cost index and announces any necessary adjustments by October 15 of each year. Adjustments take effect on January 1 of the following year.

Source: Public Act 19-4
Official notice: Connecticut Department of Labor
Available at: https://www1.ctdol.state.ct.us/lmi/ctminimumwage.asp
Last statutory amendment: 2019

Special minimum wage rates:

Tipped employees: $6.38 per hour (minimum cash wage)
However, tipped employees must receive at least $16.94 per hour when tips are included. If tips do not bring total compensation to $16.94 per hour, the employer must make up the difference.

Bartenders: $8.23 per hour (minimum cash wage)
Must receive at least $16.94 per hour including tips, with employer making up any difference.

Training wage for 16-17 year olds: $10.10 per hour
Applicable only for the first 90 days of employment for employees aged 16-17 years.

Source: Connecticut General Statutes § 31-58 and regulations
Guidance: Connecticut Department of Labor
Available at: https://portal.ct.gov/dol

Federal minimum wage: $7.25 per hour

Connecticut’s minimum wage significantly exceeds the federal minimum wage of $7.25 per hour established by the Fair Labor Standards Act (29 U.S.C. § 201 et seq.). When state and federal minimum wage differ, employers must pay the higher rate.

Source: Fair Labor Standards Act, 29 U.S.C. § 206
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section206
DOL guidance: https://www.dol.gov/agencies/whd/minimum-wage

Overtime Requirements

Connecticut overtime law:

Connecticut employers must comply with federal overtime requirements under the Fair Labor Standards Act. Connecticut does not have a separate state overtime statute that differs from federal law for most employees.

Federal overtime requirements:

According to the Fair Labor Standards Act, 29 U.S.C. § 207(a)(1):

“Except as otherwise provided in this section, no employer shall employ any of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, for a workweek longer than forty hours unless such employee receives compensation for his employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he is employed.”

Source: Fair Labor Standards Act
Citation: 29 U.S.C. § 207(a)(1)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section207
DOL guidance: https://www.dol.gov/agencies/whd/overtime

Overtime rate: Time and one-half (1.5x) the employee’s regular rate of pay

Overtime threshold: Hours worked over 40 in a workweek

Important notes:

Connecticut does not require daily overtime (unlike California which requires overtime after 8 hours in a day)
Overtime is calculated based on the workweek, not the pay period
The FLSA defines “workweek” as a fixed and regularly recurring period of 168 hours (seven consecutive 24-hour periods)

Exempt employees:

Certain employees are exempt from overtime requirements under FLSA Section 213(a)(1), including bona fide executive, administrative, professional, computer, and outside sales employees who meet specific salary and duties tests.

Current federal salary threshold (as of 2026): Varies based on Department of Labor regulations

Source: 29 U.S.C. § 213(a)(1) and 29 C.F.R. Part 541
DOL guidance: https://www.dol.gov/agencies/whd/fact-sheets/17a-overtime

Meal and Rest Break Requirements

Connecticut meal break law:

Connecticut is one of the states that requires meal periods for employees.

According to Connecticut General Statutes § 31-51ii(a):

“No person shall be required to work for seven and one-half or more consecutive hours without a period of at least thirty consecutive minutes for a meal. Such period shall be given at some time after the first two hours of work and before the last two hours.”

Source: Connecticut General Statutes § 31-51ii(a)
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm
Last amended: 2022

Meal break requirements:

When required: After 7.5 consecutive hours of work
Duration: At least 30 consecutive minutes
Timing: Must be given after the first 2 hours of work and before the last 2 hours
Pay: Meal breaks are typically unpaid if the employee is completely relieved of duties

Exemptions:

The Labor Commissioner may grant exemptions from meal break requirements if:

Requiring compliance would be adverse to public safety
The duties of a position may only be performed by one employee
The employer employs less than five employees on a shift at a single place of business (exemption applies only to employees on such shift)
Other circumstances specified in CGS § 31-51ii(c)

Source: CGS § 31-51ii(c)
Last amended: 2022

Additional provisions:

According to CGS § 31-51ii(f), “The provisions of this section shall not apply to any employer who provides thirty or more total minutes of paid rest or meal periods to employees within each seven and one-half hour work period.”

Educational employees exemption:

According to CGS § 31-51ii(d), “The provisions of this section shall not apply to any professional employee certified by the State Board of Education and employed by a local or regional board of education of any town or regional school district to work directly with children.”

Written agreements:

According to CGS § 31-51ii(e), “The provisions of this section shall not prevent any employer and employee from entering into a written agreement providing for a different schedule of meal periods than the schedule required by subsection (a) of this section.”

Rest breaks:

Connecticut does not have a state law requiring rest breaks (short breaks typically 5-20 minutes). However, if an employer provides short breaks, federal law requires that they be paid as hours worked.

Source: U.S. Department of Labor
Available at: https://www.dol.gov/general/topic/workhours/breaks

According to the U.S. Department of Labor: “Federal law does not require lunch or coffee breaks. However, when employers do offer short breaks (usually lasting about 5 to 20 minutes), federal law considers the breaks as compensable work hours that would be included in the sum of hours worked during the work week and considered in determining if overtime was worked.”

Final Paycheck Requirements

Timing for final wage payment:

Connecticut law specifies different timelines depending on whether the employee was discharged or resigned voluntarily.

According to Connecticut General Statutes § 31-71c:

For discharged employees: “When an employee is discharged or laid off…the employer shall pay such employee’s wages in full not later than the business day following such discharge or laying off.”

For employees who quit: “When an employee quits or resigns, the employer shall pay such employee’s wages in full not later than the next regular pay day, either through the regular pay channels or, if requested by the employee, by mail.”

Source: Connecticut General Statutes § 31-71c
Citation: CGS § 31-71c
Available at: https://www.cga.ct.gov/current/pub/chap_558.htm

What must be included in final paycheck:

Final wages must include:

All earned wages through the last day worked
Earned and unpaid commissions (if commission agreement indicates they are earned)
Non-discretionary bonuses that have been earned
Accrued paid time off IF employer policy or contract requires payout

Paid time off (PTO) payout:

Connecticut does not have a statute requiring payout of accrued PTO upon termination. Whether unused PTO must be paid depends on:

Employer’s written policy
Employment contract provisions
Collective bargaining agreement terms
Established past practice

Source: Connecticut Department of Labor guidance on final wage payment

Penalties for late payment:

Employers who fail to pay wages on time may be subject to penalties and may be liable for liquidated damages equal to twice the amount of unpaid wages.

Source: CGS § 31-68 and § 31-72
Available at: https://www.cga.ct.gov/current/pub/chap_558.htm

2.2 Connecticut Paid Sick Leave Law

Connecticut has comprehensive paid sick leave requirements that have been expanded significantly and are being phased in from 2025-2027.

Historical context:

Connecticut was one of the first states to enact a paid sick leave law, originally effective January 1, 2012, which applied to “service workers” employed by employers with 50 or more employees.

2025-2027 Expansion:

Public Act 24-8 significantly expanded Connecticut’s paid sick leave law to cover nearly all private sector employees, with a phased implementation.

According to Connecticut General Statutes § 31-57s(a)(1)(A), paid sick leave accrues beginning:

(i) January 1, 2025: For employees of employers that employ 25 or more individuals in the state
(ii) January 1, 2026: For employees of employers that employ 11 or more individuals in the state
(iii) January 1, 2027: For employees of employers that employ 1 or more individuals in the state

Source: Connecticut General Statutes § 31-57s
Citation: CGS § 31-57s
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm
Last amended: 2024 (Public Act 24-8)

Accrual rate:

According to CGS § 31-57s(a)(2):

Paid sick leave accrues “at a rate of one hour of paid sick leave for each thirty hours worked by an employee.”

Source: CGS § 31-57s(a)(2)
Effective: January 1, 2025 (changed from previous 1 hour per 40 hours for service workers)

Maximum accrual:

According to CGS § 31-57s(a)(3):

Paid sick leave accrues “in one-hour increments up to a maximum of forty hours per year.”

Carryover:

“Each employee shall be entitled to carry over up to forty unused accrued hours of paid sick leave from the current year to the following year, but no employee shall be entitled to use more than the maximum number of accrued hours…in any year.”

Source: CGS § 31-57s(a)

When employees can use accrued leave:

According to CGS § 31-57s(b):

“An employee shall be entitled to the use of any accrued paid sick leave on and after the one hundred twentieth calendar day of such employee’s employment.”

This means employees must complete 120 calendar days of employment (approximately 4 months) before they can use accrued paid sick leave, though they begin accruing it from day one of employment.

Permitted uses of paid sick leave:

According to Connecticut General Statutes § 31-57t, employees may use paid sick leave for:

Employee’s own illness, injury, or health condition
Medical diagnosis, care, or treatment of employee’s illness, injury, or health condition
Preventive medical care for the employee
Care for employee’s child or spouse with illness, injury, health condition, or need for medical diagnosis, care, treatment, or preventive care
Mental health wellness day (to attend to employee’s emotional and psychological well-being)
Family violence or sexual assault (if employee or employee’s child is victim, for purposes including medical care, counseling, relocation, legal services, or court participation)

Source: CGS § 31-57t(a) and (b)
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm

Rate of pay during sick leave:

According to CGS § 31-57s(d):

“Each employer shall pay each employee for paid sick leave at a pay rate equal to (1) the normal hourly wage for that employee, or (2) the minimum fair wage rate under section 31-58 in effect for the pay period during which the employee uses paid sick leave, whichever is greater.”

For employees with varying hourly wages, “normal hourly wage” means the average hourly wage in the pay period prior to using sick leave.

Employer compliance through other paid leave:

According to CGS § 31-57s(c):

Employers offering other paid leave (vacation, personal days, PTO) that:

May be used for the same purposes as paid sick leave under CGS § 31-57t, AND
Accrues at a rate equal to or greater than required by the sick leave law

…are deemed to be in compliance with the paid sick leave requirement.

Payout upon termination:

Connecticut law does not require employers to pay out unused accrued paid sick leave upon termination unless required by employer policy or collective bargaining agreement.

Source: CGS § 31-57t(d)

Employer prohibitions:

According to CGS § 31-57s(g) and (h):

Employers may NOT:

Terminate, dismiss, or transfer any employee solely to avoid qualifying as a covered employer
Require an employee to find a replacement worker as a condition of using paid sick leave

Anti-retaliation protection:

According to CGS § 31-57u:

“No employer shall discharge, discipline or in any manner discriminate or retaliate against any employee for (1) using paid sick leave…or (2) filing a complaint with the labor commissioner alleging that the employer violated” the paid sick leave law.

Source: CGS § 31-57u
Civil penalty: Up to $100 for each violation

Enforcement:

Employees who believe their employer has violated the paid sick leave law may file a complaint with the Connecticut Department of Labor, Wage and Workplace Standards Division.

Connecticut Department of Labor
Wage and Workplace Standards Division
Phone: (860) 263-6790
Website: https://portal.ct.gov/dol
Complaint process: https://www.ctdol.state.ct.us/wgwkstnd/laws-regs/workplace-laws.htm

Guidance documents:

Source: Connecticut’s Paid Sick Leave Law guidance (Updated October 1, 2023)
Published by: Connecticut Department of Labor
Available at: https://portal.ct.gov/dol/Knowledge-Base/Articles/Wage-and-Workplace-Standards/Paid-Sick-Leave
Latest updates: https://www.cga.ct.gov/2025/rpt/pdf/2025-R-0016.pdf

2.3 Connecticut Paid Family and Medical Leave (CTPFML)

Connecticut provides one of the most comprehensive family and medical leave programs in the United States through the Connecticut Paid Family and Medical Leave Insurance Program.

Program overview:

According to Connecticut General Statutes § 31-49g, Connecticut established a Paid Family and Medical Leave Insurance Program that provides wage replacement for covered employees taking qualifying family or medical leave.

Effective date: Program benefits became available January 1, 2022

Source: CGS § 31-49g
Citation: Connecticut Paid Family and Medical Leave Act, CGS § 31-49g through § 31-49q
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm
Program website: https://ctpaidleave.org/

Coverage:

The program covers most private sector employees in Connecticut who worked for a covered employer. According to program information published by the Connecticut Paid Leave Authority, the program covers employees who:

Work or have worked in Connecticut for a covered employer
Have earned at least $2,325 in the highest quarter of the base period

Source: CT Paid Leave website
Available at: https://ctpaidleave.org/s/?language=en_US

Benefit amounts:

Employees receive wage replacement calculated on a sliding scale based on their average weekly wage, replacing up to 95% of wages for the lowest earners.

Maximum benefit duration:

Up to 12 weeks for most qualifying events
Additional 2 weeks for pregnancy-related incapacity (total 14 weeks)

Qualifying reasons:

Employees may take CTPFML for:

Own serious health condition
Caring for family member with serious health condition
Bonding with new child (birth, adoption, foster care)
Qualifying military exigency
Serving as organ or bone marrow donor

Source: CGS § 31-49g and CT Paid Leave Authority
Detailed information: https://ctpaidleave.org/

Job protection:

The CTPFML program provides wage replacement but job protection comes from other Connecticut and federal laws (Connecticut Family and Medical Leave Act and federal FMLA).

Funding:

The program is funded through employee payroll contributions. According to CGS § 31-49g, employees contribute 0.5% of wages (as of 2026) to fund the program.

Discrimination Laws in Connecticut

3.1 Overview of Discrimination Protections

Connecticut provides comprehensive protection against employment discrimination through state law that exceeds federal protections in both scope and coverage.

Primary statutory authority:

Connecticut Fair Employment Practices Act (CFEPA), codified in Connecticut General Statutes Title 46a, Chapter 814c.

According to Connecticut General Statutes § 46a-60, Connecticut prohibits employment discrimination by employers, employment agencies, labor organizations, and others based on protected characteristics.

Source: Connecticut General Statutes § 46a-60
Citation: CGS § 46a-60, Connecticut Fair Employment Practices Act
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm
Enforcing agency: Connecticut Commission on Human Rights and Opportunities (CHRO)

Employer coverage:

CFEPA applies to employers with one or more employees in Connecticut, making Connecticut’s anti-discrimination law coverage among the broadest in the nation.

According to CGS § 46a-51(10), “Employer” means “any person or employer with one or more persons in such person’s or employer’s employ.”

Source: CGS § 46a-51(10)
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm

Comparison to federal law:

Federal anti-discrimination laws (Title VII, ADA, ADEA) generally require 15-20 employees for coverage. Connecticut law covers significantly more employers and provides protection to more workers.

3.2 Protected Classes Under Connecticut Law

Connecticut law prohibits employment discrimination based on 28 protected classes, significantly exceeding federal protections.

State-protected classes:

According to Connecticut General Statutes § 46a-60(a)(1), it is discriminatory for an employer to “refuse to hire or employ or to bar or to discharge from employment any individual or to discriminate against such individual in compensation or in terms, conditions or privileges of employment because of the individual’s”:

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)
Status as a veteran

Source: Connecticut General Statutes § 46a-60(a)(1)
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm
Last amended: 2017 (to add “status as a veteran”)

Additional protected classes under Connecticut law:

Connecticut statutes provide additional protections in various employment contexts:

Sexual orientation (CGS § 46a-81c)
Civil union status (CGS § 46a-81o)
Pregnancy, childbirth, or related conditions (CGS § 46a-60(a)(7))
Lactation (included in pregnancy protections)
Genetic information (CGS § 46a-60(a)(11))
Criminal record (with limitations, CGS § 46a-80)
Erased criminal records (CGS § 46a-80)

Source: Connecticut General Statutes Title 46a, various sections
CHRO information: According to the Connecticut Commission on Human Rights and Opportunities, Connecticut law protects 28 protected classes

Source: Connecticut Commission on Human Rights and Opportunities
Available at: https://portal.ct.gov/chro

Federal protections (apply in all states):

Federal anti-discrimination laws provide baseline protections:

Title VII of the Civil Rights Act (42 U.S.C. § 2000e) prohibits discrimination based on:

Race
Color
Religion
Sex (including pregnancy, sexual orientation, and gender identity per Supreme Court interpretation)
National origin

Source: Title VII of the Civil Rights Act
Citation: 42 U.S.C. § 2000e-2(a)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e-2
EEOC guidance: https://www.eeoc.gov/laws/statutes/titlevii.cfm

Age Discrimination in Employment Act (29 U.S.C. § 621) protects workers age 40 and over from age-based discrimination.

Source: Age Discrimination in Employment Act
Citation: 29 U.S.C. § 621 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-chapter14
EEOC guidance: https://www.eeoc.gov/age-discrimination

Americans with Disabilities Act (42 U.S.C. § 12101) prohibits discrimination based on disability and requires reasonable accommodations.

Source: Americans with Disabilities Act
Citation: 42 U.S.C. § 12101 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-chapter126
EEOC guidance: https://www.eeoc.gov/laws/guidance

Genetic Information Nondiscrimination Act (42 U.S.C. § 2000ff) prohibits discrimination based on genetic information.

Source: Genetic Information Nondiscrimination Act
Citation: 42 U.S.C. § 2000ff
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000ff
EEOC guidance: https://www.eeoc.gov/genetic-information-discrimination

3.3 Types of Prohibited Discrimination

Discriminatory practices prohibited:

According to CGS § 46a-60(a), Connecticut law prohibits the following discriminatory employment practices:

1. Hiring and employment decisions

Employers may not “refuse to hire or employ or to bar or to discharge from employment any individual or to discriminate against such individual in compensation or in terms, conditions or privileges of employment” based on protected characteristics.

2. Discriminatory job classifications

Employment agencies may not “fail or refuse to classify properly or refer for employment or otherwise to discriminate against any individual” based on protected characteristics.

3. Membership in labor organizations

Labor organizations may not “exclude from full membership rights or to expel from its membership any individual or to discriminate in any way against any of its members or against any employer or any individual employed by an employer” based on protected characteristics.

4. Employment agency discrimination

Prohibits employment agencies from discriminating in classifying, referring, or placing individuals for employment based on protected characteristics.

5. Discriminatory job postings and advertisements

According to CGS § 46a-60(a)(5), employers may not “print or circulate or cause to be printed or circulated any statement, advertisement or publication, or to use any form of application for employment or to make any inquiry in connection with prospective employment, which expresses, directly or indirectly, any limitation, specification or discrimination as to 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, but not limited to, blindness, unless based upon a bona fide occupational qualification.”

Source: CGS § 46a-60(a)(1)-(5)
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm

Bona fide occupational qualification (BFOQ) exception:

Discrimination may be permitted only “in the case of a bona fide occupational qualification or need.” This is a very narrow exception that applies only when the characteristic is essential to job performance.

3.4 Sexual Harassment

Legal definition:

Connecticut law defines sexual harassment as a form of sex discrimination prohibited under CGS § 46a-60.

According to Connecticut Commission on Human Rights and Opportunities guidance, sexual harassment is unwelcome conduct of a sexual nature that creates a hostile work environment or results in a tangible employment action.

Two types of sexual harassment:

1. Quid Pro Quo harassment: Unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature where:

Submission is made explicitly or implicitly a term or condition of employment
Submission or rejection is used as basis for employment decisions

2. Hostile work environment: Unwelcome conduct of a sexual nature that is severe or pervasive enough to create an abusive, intimidating, hostile, or offensive work environment that interferes with an individual’s work performance.

Source: CHRO guidance and federal EEOC standards applied to Connecticut law
Legal basis: CGS § 46a-60 (sex discrimination prohibition)

Employer liability:

Employers can be held liable for sexual harassment by:

Supervisors and managers (strict liability for tangible employment actions)
Co-workers (if employer knew or should have known and failed to take appropriate action)
Third parties such as customers or vendors (if employer knew or should have known)

Mandatory sexual harassment training:

Connecticut requires sexual harassment training for certain employers.

According to Connecticut General Statutes § 46a-54(15)(B), employers with three or more employees must provide sexual harassment training to supervisory employees within six months of their assumption of a supervisory position.

The training must include:

Information on federal and state statutory provisions concerning sexual harassment
Remedies available to victims of sexual harassment
Strategies to prevent sexual harassment in the workplace

Training requirements:

At least 2 hours of training
Must be provided to supervisory employees
Must be provided within 6 months of assumption of supervisory position
Must be provided again at least every 10 years

Source: Connecticut General Statutes § 46a-54(15)(B)
Citation: CGS § 46a-54(15)(B)
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm
Effective date: October 1, 2019

Additional employer obligations:

Employers with three or more employees must:

Post sexual harassment information poster (available from CHRO)
Provide written notice of sexual harassment policies and complaint procedures
Provide information on how to file CHRO complaints

Source: CGS § 46a-54(15) and (16)

3.5 Enforcement and Remedies

Administrative enforcement:

Discrimination complaints in Connecticut are enforced through the Connecticut Commission on Human Rights and Opportunities (CHRO).

Filing deadlines:

According to Connecticut law, discrimination complaints must be filed with CHRO within 300 days after the alleged discriminatory act.

Source: Connecticut law, as amended by Public Act 19-93 (2019)
Previous deadline: 180 days (changed to 300 days effective July 1, 2019)

CHRO process:

Complaint filing: Employee files written, sworn complaint with CHRO
Investigation: CHRO investigates allegations
Mediation: Parties may participate in voluntary mediation
Findings: CHRO issues findings and determination
Public hearing: If discrimination found, case may proceed to public hearing
Remedies: CHRO may order remedies including back pay, reinstatement, compensatory damages

Release of jurisdiction:

Complainants may request a “Release of Jurisdiction” (ROJ) to pursue claims in Superior Court or federal court. The complainant must file in court within 90 days of receiving the ROJ.

Available remedies:

Under CGS § 46a-86, CHRO may order:

Cease and desist from discriminatory practices
Hiring, reinstatement, or upgrading with or without back pay
Compensatory damages for humiliation, embarrassment, and emotional distress
Civil penalties payable to the state

Source: CGS § 46a-86
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm

Federal enforcement:

Employees may also file charges with the Equal Employment Opportunity Commission (EEOC) for violations of federal anti-discrimination laws. CHRO and EEOC have a work-sharing agreement, and filing with one agency constitutes filing with both.

EEOC filing deadline: 300 days from discriminatory act (in states with fair employment agencies like CHRO)

Reasonable Accommodations

4.1 Disability Accommodations

Legal requirement:

Both federal (ADA) and Connecticut law (CFEPA) require employers to provide reasonable accommodations to qualified individuals with disabilities.

Connecticut’s definition:

According to CGS § 46a-51, Connecticut protects individuals with:

Physical disability: Any chronic physical handicap, infirmity, or impairment
Mental disability: Intellectual disability, past or present history of mental disorder
Intellectual disability: Significantly subaverage general intellectual functioning
Learning disability: Disorder in one or more of the basic psychological or neurological processes

Source: CGS § 46a-51
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm

Reasonable accommodation requirement:

According to CGS § 46a-60(a)(1), employers may not discriminate based on disability “unless the provisions of subsection (b) of this section are applicable.”

Subsection (b) provides that it is not discriminatory to refuse to hire or employ an individual with a disability if:

The individual cannot perform essential job functions even with reasonable accommodation, OR
The accommodation would impose undue hardship on the employer

Interactive process:

Employers and employees must engage in an “interactive process” to identify effective reasonable accommodations.

Steps in the interactive process:

Step 1: Employee discloses disability and need for accommodation Employee notifies employer of disability and requests accommodation (may be informal, does not require use of specific words like “ADA” or “accommodation”)

Step 2: Employer requests medical documentation (if appropriate) Employer may request medical documentation supporting need for accommodation if disability or need is not obvious

Step 3: Employer and employee engage in dialogue Both parties communicate to identify essential job functions, limitations caused by disability, and potential accommodations

Step 4: Employer identifies possible accommodations Employer considers accommodations that would enable employee to perform essential functions

Step 5: Implementation and follow-up Employer implements chosen accommodation and monitors effectiveness

Source: ADA requirements and Connecticut case law applying similar standards under CFEPA
EEOC guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

Examples of reasonable accommodations:

Modified work schedules or part-time work
Reassignment to vacant positions
Acquisition or modification of equipment or devices
Adjusting or modifying examinations, training materials, or policies
Providing qualified readers or interpreters
Making existing facilities readily accessible
Telework or remote work options

4.2 Undue Hardship Exception

Employers are not required to provide accommodations that would impose “undue hardship.”

Undue hardship factors:

According to ADA regulations at 29 C.F.R. § 1630.2(p), undue hardship means “significant difficulty or expense” considering:

Nature and cost of accommodation
Overall financial resources of the facility or facilities involved
Number of employees at the facility
Effect on expenses and resources
Impact on facility operations
Overall financial resources of the covered entity
Overall size of business (number of employees, locations, facilities)
Type of operation (structure, functions, workforce composition)

Source: 29 C.F.R. § 1630.2(p)
Official text: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1630
EEOC guidance: https://www.eeoc.gov/laws/guidance

Important note: Undue hardship is a high standard. Cost alone is rarely sufficient to establish undue hardship unless the accommodation would fundamentally alter the nature of the business or impose catastrophic costs relative to employer size and resources.

4.3 Pregnancy Accommodations

Connecticut provides specific protections for pregnancy-related accommodations.

Statutory requirement:

According to Connecticut General Statutes § 46a-60(a)(7), Connecticut law prohibits discrimination on the basis of pregnancy, childbirth, or related conditions including lactation.

The statute defines:

“Pregnancy” means “pregnancy, childbirth or a related condition, including, but not limited to, lactation”
“Reasonable accommodation” includes but is not limited to:
- Being permitted to sit while working
- More frequent or longer breaks
- Periodic rest
- Assistance with manual labor
- Job restructuring
- Light duty assignments
- Modified work schedules
- Temporary transfers to less strenuous or hazardous work
- Time off to recover from childbirth
- Break time and appropriate facilities for expressing breast milk

Source: CGS § 46a-60(a)(7)
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm
Effective date: Pregnancy accommodation provisions effective October 1, 2017

Undue hardship exception:

According to CGS § 46a-60(a)(7)(C), “Undue hardship” means “an action requiring significant difficulty or expense when considered in light of factors such as:

(A) The nature and cost of the accommodation
(B) The overall financial resources of the employer
(C) The overall size of the business of the employer with respect to the number of employees and the number, type, and location of its facilities
(D) The effect on expenses and resources or the impact otherwise of such accommodation upon the operation of the employer”

Employer notification requirement:

According to CGS § 46a-60(d), employers must provide written notice to employees regarding:

The illegality of employment discrimination related to pregnancy and childbirth
Their right to be free from such discrimination
Their right to file a complaint with CHRO

Source: CGS § 46a-60(d)

Lactation accommodations:

Connecticut law specifically requires accommodations for lactation, including:

Break time for expressing breast milk
Appropriate private facilities (not a bathroom) for expressing breast milk

This aligns with federal requirements under the Fair Labor Standards Act as amended by the Providing Urgent Maternal Protections for Nursing Mothers Act.

4.4 Religious Accommodations

Federal requirement:

Title VII of the Civil Rights Act requires employers to reasonably accommodate employees’ sincerely held religious beliefs, practices, and observances unless doing so would impose undue hardship.

According to 42 U.S.C. § 2000e(j), the term “religion” includes “all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee’s or prospective employee’s religious observance or practice without undue hardship on the conduct of the employer’s business.”

Source: Title VII, 42 U.S.C. § 2000e(j)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e
EEOC guidance: https://www.eeoc.gov/laws/guidance/section-12-religious-discrimination

Connecticut protection:

Connecticut law prohibits discrimination based on “religious creed” under CGS § 46a-60. Connecticut courts interpret religious accommodation requirements consistent with federal Title VII standards.

Examples of religious accommodations:

Schedule changes to observe religious holidays or Sabbath
Dress or grooming exceptions for religious attire or practices
Prayer breaks during work hours
Exemptions from certain work tasks that conflict with religious beliefs
Workplace modifications to accommodate religious practices

Undue hardship for religious accommodations:

Under Title VII, undue hardship for religious accommodations means more than “de minimis cost” to the employer. However, this is a lower threshold than the “significant difficulty or expense” standard for disability accommodations.

4.5 How to Request an Accommodation

For employees:

Step 1: Notify employer of need Inform supervisor, HR, or management that you need an accommodation due to disability, pregnancy, religious belief, or other protected reason. This can be verbal or written.

Step 2: Specify the limitation Explain what job function or requirement is creating difficulty due to your condition or belief.

Step 3: Suggest possible accommodations You may suggest specific accommodations, though the employer is not required to provide the specific accommodation you request if an alternative effective accommodation is available.

Step 4: Provide documentation if requested If the disability, pregnancy condition, or religious belief is not obvious, the employer may request medical or other documentation.

Step 5: Participate in interactive process Work cooperatively with employer to identify effective accommodations.

Step 6: Follow up in writing Document your accommodation request and the employer’s response in writing.

For employers:

Step 1: Receive and acknowledge request Acknowledge the accommodation request promptly.

Step 2: Request medical documentation (if appropriate) If disability or pregnancy condition is not obvious, request medical documentation describing limitations and need for accommodation.

Step 3: Engage in interactive process Discuss with employee:

Essential functions of the position
Specific limitations caused by condition
Potential accommodations that would address limitations
Effectiveness and feasibility of options

Step 4: Identify reasonable accommodation Select an accommodation that is effective and does not impose undue hardship. Employer may choose among effective accommodations.

Step 5: Implement accommodation Put accommodation in place and document the accommodation provided.

Step 6: Monitor and adjust Follow up to ensure accommodation is effective. Make adjustments if needed.

Employer Obligations in Connecticut

5.1 Required Workplace Postings

Connecticut employers must display specific federal and state labor law posters in conspicuous locations accessible to all employees.

Connecticut state-required postings:

1. Connecticut Minimum Wage Poster

Required by: Connecticut Department of Labor
Content: Current minimum wage rate, tipped employee rates, training wage
Where to obtain: https://portal.ct.gov/dol
Required for: All employers

2. Discrimination and Harassment Poster

Required by: Connecticut Commission on Human Rights and Opportunities
Content: Information about protected classes and how to file discrimination complaints
Where to obtain: https://portal.ct.gov/chro
Required for: Employers with 3 or more employees

3. Paid Sick Leave Poster

Required by: Connecticut Department of Labor
Content: Employee rights under Connecticut’s paid sick leave law
Where to obtain: https://portal.ct.gov/dol
Required for: Covered employers under CGS § 31-57r (phased implementation 2025-2027)

4. Occupational Safety and Health Poster

Required by: Connecticut Department of Labor, CONN-OSHA
Content: Employee rights regarding workplace safety
Where to obtain: https://portal.ct.gov/dol
Required for: All employers

5. Workers’ Compensation Poster

Required by: Connecticut Workers’ Compensation Commission
Content: Information about workers’ compensation rights and procedures
Where to obtain: Connecticut Workers’ Compensation Commission
Required for: All employers with one or more employees

6. Unemployment Compensation Poster

Required by: Connecticut Department of Labor
Content: Information about unemployment benefits
Where to obtain: https://portal.ct.gov/dol
Required for: All employers

7. Wage and Hour Laws Poster

Required by: Connecticut Department of Labor
Content: Summary of Connecticut wage and hour laws including meal breaks, minimum wage, overtime
Where to obtain: https://portal.ct.gov/dol
Required for: All employers

Source: Connecticut Department of Labor poster requirements
Available at: https://www.ctdol.state.ct.us/wgwkstnd/requirepostersemployers.htm
Verified: January 15, 2026

Federal required postings:

1. Employee Rights Under the Fair Labor Standards Act

Required by: U.S. Department of Labor, Wage and Hour Division
Available at: https://www.dol.gov/agencies/whd/posters

2. Employee Rights Under the Family and Medical Leave Act

Required by: U.S. Department of Labor
Required for: Employers with 50 or more employees
Available at: https://www.dol.gov/agencies/whd/posters

3. Equal Employment Opportunity is the Law

Required by: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov/poster

4. Employee Rights Under the National Labor Relations Act

Required by: National Labor Relations Board
Available at: https://www.nlrb.gov/resources/posters

5. Job Safety and Health: It’s the Law

Required by: Occupational Safety and Health Administration (OSHA)
Available at: https://www.osha.gov/publications/osha3165

6. Employee Polygraph Protection Act

Required by: U.S. Department of Labor
Available at: https://www.dol.gov/agencies/whd/posters

Posting requirements:

Posters must be displayed in conspicuous locations where employees can easily see them
Posters must be displayed in English and other languages if significant portion of workforce speaks other languages
Electronic posting may supplement but not replace physical posters in most cases
Posters must be kept current with latest versions

5.2 New Hire Reporting

Connecticut employers must report all newly hired and rehired employees to the Connecticut Department of Labor.

Reporting requirement:

According to federal law (42 U.S.C. § 653a) and Connecticut implementation, employers must report:

All newly hired employees
Employees returning to work after separation of at least 60 days

Reporting deadline: Within 20 days of hire date

Information required:

Employee name
Employee Social Security Number
Employee address
Employee date of hire
Employer name
Employer address
Employer Federal Employer Identification Number (FEIN)

How to report:

Connecticut New Hire Reporting Program

Online reporting: https://www.ctnewhires.com/
Phone: 1-800-367-2068
Fax: (860) 263-6263
Mail: Connecticut Department of Labor, New Hire Reporting Program, 200 Folly Brook Boulevard, Wethersfield, CT 06109

Source: Connecticut Department of Labor
Program information: https://portal.ct.gov/dol
Federal authority: 42 U.S.C. § 653a (Personal Responsibility and Work Opportunity Reconciliation Act)

Purpose: New hire reporting helps state agencies locate parents for child support enforcement and prevents unemployment insurance and workers’ compensation fraud.

5.3 Recordkeeping Requirements

Connecticut and federal law require employers to maintain specific employment records.

Wage and hour records:

According to Connecticut General Statutes § 31-13a, Connecticut employers must keep records including:

True time worked each day and workweek by each employee
Wage rate
Actual wages paid
Deductions from wages
Allowances claimed as part of minimum wage

Retention period: 3 years

Source: CGS § 31-13a
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm

Federal FLSA recordkeeping:

According to 29 C.F.R. § 516, employers must maintain records including:

Personal information (name, address, SSN, birth date if under 19)
Hours worked each workday and total hours each workweek
Basis on which wages are paid
Regular hourly rate
Total daily or weekly earnings
All additions and deductions from wages
Total wages paid each pay period
Date of payment and pay period covered

Retention period: 3 years for payroll records; 2 years for time cards and wage rate tables

Source: Fair Labor Standards Act, 29 C.F.R. § 516
Official text: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V/subchapter-A/part-516
DOL guidance: https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping

Personnel records:

Connecticut law requires employers to maintain personnel files and provide employees with specific access rights.

According to CGS § 31-128b, employees have the right to inspect their personnel files and insert rebuttals to employer information they dispute.

Source: CGS § 31-128b
Official text: https://www.cga.ct.gov/current/pub/chap_563a.htm

Form I-9 records:

All employers must complete and retain Form I-9 (Employment Eligibility Verification) for all employees hired after November 6, 1986.

Retention period: 3 years after date of hire OR 1 year after employment ends, whichever is later

Source: Immigration Reform and Control Act, 8 U.S.C. § 1324a
Form I-9 information: https://www.uscis.gov/i-9

5.4 E-Verify (Optional in Connecticut)

E-Verify is a federal web-based system that allows employers to confirm employment eligibility of newly hired employees.

Connecticut status: Connecticut does NOT mandate E-Verify for private employers. E-Verify participation is voluntary for most Connecticut employers.

Exception: Some federal contractors and subcontractors must use E-Verify under federal requirements.

Source: U.S. Citizenship and Immigration Services
E-Verify information: https://www.e-verify.gov/
State requirements: https://www.uscis.gov/e-verify/e-verify-state-resources

5.5 Wage Payment Requirements

Pay frequency:

According to Connecticut General Statutes § 31-71b, employers must pay employees on regular paydays designated in advance.

Payment method:

Connecticut law allows payment by:

Cash
Check
Direct deposit (with employee consent)
Payroll debit card (with employee consent and specific requirements)

Deductions from wages:

Connecticut law strictly limits permissible deductions from wages. According to CGS § 31-71c, employers may only deduct from wages amounts:

Required by law (taxes, garnishments, etc.)
Authorized in writing by the employee for their benefit
Authorized by collective bargaining agreement

Employers may NOT deduct for:

Cash shortages
Breakage or damage to property
Uniforms required by employer (in most cases)
Tools or equipment required for the job

Source: CGS § 31-71c
Official text: https://www.cga.ct.gov/current/pub/chap_558.htm

Filing Complaints

6.1 When to File a Complaint

Employees may file complaints when they believe their employer has:

Failed to pay minimum wage, overtime, or wages owed
Violated meal break requirements
Denied paid sick leave or CTPFML benefits
Discriminated based on a protected characteristic
Failed to provide reasonable accommodations
Retaliated for exercising legal rights
Violated workplace safety standards
Failed to follow termination pay requirements

Important timing considerations:

Different types of complaints have different filing deadlines. Missing a deadline may permanently bar your claim.

6.2 Connecticut Department of Labor (Wage and Hour Claims)

The Connecticut Department of Labor, Wage and Workplace Standards Division, investigates complaints regarding wage and hour violations.

Types of complaints handled:

Unpaid wages or salary
Minimum wage violations
Unpaid overtime
Meal break violations
Paid sick leave violations
Final paycheck violations
Illegal wage deductions
Recordkeeping violations

Filing deadline:

According to Connecticut General Statutes § 52-596, wage claims are limited to the previous two years from the date of submission of the complaint.

Source: CGS § 52-596
Official text: https://www.cga.ct.gov/current/pub/chap_925.htm

How to file:

Connecticut Department of Labor
Wage and Workplace Standards Division

Online filing: https://ctdol-prod-portal.ecourt.com/public-portal/
Form: Statement of Claim for Wages (electronic filing required)
Phone: (860) 263-6790 (Monday, Wednesday, Friday, 8:00 AM – 4:30 PM)
Address: 200 Folly Brook Boulevard, Wethersfield, CT 06109

Source: Connecticut Department of Labor
Filing information: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-complaint
Form access: https://www.ctdol.state.ct.us/wgwkstnd/forms-wwsInstruct.htm

Current processing time:

According to Connecticut Department of Labor notice published on their website: “Due to the high volume of wage and workplace standards claims actively pending and/or under investigation, we are currently 8-10 months behind the assignment of new claims.”

Source: CT DOL Wage Complaint Instructions page
Available at: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-complaint
Verified: January 15, 2026

What the Department of Labor does NOT handle:

According to CT DOL guidance, the Wage and Workplace Standards Division does not investigate:

Wrongful termination claims
Employment discrimination claims
Hostile work environment or harassment complaints
Unemployment insurance matters
Business expenses or tax issues

Information required to file:

When filing a wage complaint, provide:

Your name and contact information
Employer’s name and address
Description of wage violation
Dates of employment
Pay rate and pay period
Amount of unpaid wages claimed
Supporting documentation (pay stubs, time records, employment agreements)

Investigation process:

Employee submits complaint online
CT DOL reviews complaint for jurisdiction
If accepted, complaint served on employer
Employer must respond
CT DOL investigates (may request additional documentation, conduct interviews)
CT DOL issues findings and determination
If violation found, CT DOL may order payment of wages plus penalties

Retaliation protection:

According to Connecticut General Statutes § 31-69b(a):

“An employer shall not discharge, discipline, penalize or in any manner discriminate against any employee because the employee has filed a claim or instituted or caused to be instituted any investigation or proceeding under part III of chapter 557 or this chapter, or has testified or is about to testify in any such proceeding or because of the exercise by such employee on behalf of himself or others of any right afforded by part III of chapter 557 or this chapter.”

Source: CGS § 31-69b(a)
Official text: https://www.cga.ct.gov/current/pub/chap_558.htm

To file a retaliation complaint:

Connecticut Department of Labor, Legal Division

Email: DOL.LegalDivision@ct.gov
Phone: (860) 263-6768
Mail: Connecticut Department of Labor, Legal Division, 200 Folly Brook Boulevard, Wethersfield, CT 06109

Source: https://portal.ct.gov/dol/divisions/legal/wage-and-unemployment-insurance-retaliation-complaints

6.3 Connecticut Commission on Human Rights and Opportunities (Discrimination Claims)

The Connecticut Commission on Human Rights and Opportunities (CHRO) investigates and prosecutes discrimination complaints in employment, housing, public accommodations, and credit transactions.

Types of complaints handled:

Employment discrimination based on protected characteristics
Sexual harassment
Failure to provide reasonable accommodations (disability, pregnancy, religious)
Retaliation for opposing discrimination or filing complaints

Filing deadline:

According to Connecticut law as amended in 2019, discrimination complaints must be filed with CHRO within 300 days of the alleged discriminatory act.

Source: Public Act 19-93 (2019)
CHRO guidance: https://portal.ct.gov/chro/complaint-process
Previous deadline: 180 days (changed to 300 days effective July 1, 2019)

Important timing note:

According to CHRO guidance: “Complaints must be filed within 300 days of the date of the alleged act of discrimination. Complaints must be in writing and under oath. Your written complaint must be filed with the Commission before the 300-day time frame expires.”

“Because drafting, signing, and filing a complaint takes time,” CHRO guidance states that individuals contact the Commission promptly after the alleged discriminatory act occurs.

Source: CHRO How to File a Discrimination Complaint page
Available at: https://portal.ct.gov/chro/complaint-process/complaint-process/how-to-file-a-discrimination-complaint

How to initiate a complaint:

Step 1: Contact CHRO for intake

Contact a CHRO regional office to speak with an intake officer who will:

Discuss your concerns
Explain the complaint process
Advise on assistance CHRO can provide
Determine if CHRO has jurisdiction
Schedule appointment to file formal complaint if appropriate

Step 2: File formal written complaint

Meet with intake officer to prepare and file a formal, signed, sworn complaint.

Important: Contacting CHRO, completing an online inquiry form, or meeting with an intake officer does NOT constitute filing a formal complaint for purposes of the 300-day deadline. A formal written, signed, and sworn complaint must be filed.

CHRO Regional Offices:

Central (Capitol) Office
450 Columbus Boulevard, Hartford, CT 06103
Phone: (860) 541-3400
Coverage: Hartford and surrounding areas

Southwest Office
1057 Broad Street, Bridgeport, CT 06604
Phone: (203) 579-6246
Coverage: Bridgeport and surrounding areas

West Central Office
103 Grand Street, Waterbury, CT 06702
Phone: (203) 805-5450
Coverage: Waterbury and surrounding areas

Eastern Office
100 Broadway, Norwich, CT 06360
Phone: (860) 886-5703
Coverage: Norwich and surrounding areas

Source: CHRO Contact Us page
Available at: https://portal.ct.gov/chro/commission/commission/contact-us
Main CHRO phone: (860) 541-3400
Website: https://portal.ct.gov/chro

Online inquiry form: https://portal.ct.gov/chro (to begin intake process)

CHRO complaint process:

1. Complaint filed and served

After formal complaint filed, CHRO serves complaint on respondent (employer). Respondent must respond under oath within 30 days (10 days for housing cases).

2. Case Assessment Review (60 days)

Within 60 days from when answer is received, CHRO conducts case assessment review to determine whether:

Case should be dismissed (fails to state claim, frivolous, no jurisdiction, no reasonable possibility of finding reasonable cause)
Case should proceed to investigation

3. Mandatory mediation

Cases retained for processing are assigned for mandatory mediation. Neutral mediator attempts to facilitate resolution between parties. If settlement reached, complainant signs Withdrawal of Complaint.

4. Investigation (if mediation unsuccessful)

CHRO investigator acts as neutral party to gather information from complainant and respondent. May:

Request documents
Conduct witness interviews
Issue interrogatories
Conduct fact-finding conference where both parties present evidence

5. Reasonable cause determination

Investigator determines whether there is “reasonable cause” to believe discrimination occurred. “Reasonable cause” means “a bona fide belief that the material issues of fact are such that a person of ordinary caution, prudence and judgment could believe the facts alleged in the complaint.”

6. If reasonable cause found: Public hearing

Case proceeds to Office of Public Hearings. Hearing referee presides over formal hearing where evidence is presented. Referee issues written decision within 90 days of hearing conclusion.

7. Remedies

If discrimination found, referee may order:

Cease and desist from discriminatory practices
Hiring, reinstatement, or promotion
Back pay (wages lost due to discrimination)
Front pay (future lost wages if reinstatement not feasible)
Compensatory damages for emotional distress, humiliation, embarrassment
Modification of policies and procedures
Training
Civil penalties payable to the state

Source: CGS § 46a-86 and CHRO Complaint Processing guidance
Official text: https://www.cga.ct.gov/current/pub/chap_814c.htm
Process details: https://portal.ct.gov/chro/complaint-process/complaint-process/complaint-processing

Release of Jurisdiction (ROJ):

At certain points in the process, complainant may request a Release of Jurisdiction to remove case from CHRO and file in state or federal court. If ROJ granted, complainant MUST file in court within 90 days of receiving ROJ.

Dual filing with EEOC:

CHRO and the federal Equal Employment Opportunity Commission (EEOC) have a work-sharing agreement. Filing with CHRO also constitutes filing with EEOC for federal claims. Indicate to CHRO that you want complaint “cross-filed” with EEOC.

6.4 U.S. Equal Employment Opportunity Commission (Federal Claims)

The EEOC enforces federal employment discrimination laws including Title VII, ADA, ADEA, and GINA.

EEOC filing deadline: 300 days from discriminatory act (in states with fair employment agencies like Connecticut)

Source: EEOC procedural regulations
Available at: https://www.eeoc.gov/filing-charge-discrimination

How to file with EEOC:

Online: Public Portal at https://publicportal.eeoc.gov/
Phone: 1-800-669-4000 (toll-free)
TTY: 1-800-669-6820 (for hearing impaired)

Boston Area Office (covers Connecticut):
John F. Kennedy Federal Building
15 New Sudbury Street, Room 475
Boston, MA 02203
Phone: (800) 669-4000

Source: EEOC field office directory
Available at: https://www.eeoc.gov/field-office

Note: As explained above, filing with CHRO typically constitutes dual filing with EEOC due to work-sharing agreement. Many Connecticut employees file with CHRO which processes the charge under both state and federal law.

6.5 OSHA (Workplace Safety Complaints)

The Connecticut Department of Labor’s Division of Occupational Safety and Health (CONN-OSHA) enforces workplace safety and health standards.

Types of complaints:

Unsafe working conditions
Exposure to hazardous materials
Lack of required safety equipment
Violations of OSHA standards
Retaliation for reporting safety violations

How to file:

Connecticut OSHA (CONN-OSHA)

Phone: (860) 263-6946
Fax: (860) 263-6940
Address: Connecticut Department of Labor, CONN-OSHA, 38 Wolcott Hill Road, Wethersfield, CT 06109

Online complaint form: https://portal.ct.gov/dol
Emergency: Call (860) 263-6946 for imminent danger situations

Source: Connecticut Department of Labor, CONN-OSHA
Website: https://portal.ct.gov/dol/Occupational-Safety-and-Health/CONN-OSHA/CONN-OSHA
OSHA information: https://www.osha.gov/workers/file-complaint

Federal OSHA:

For federal OSHA complaints, contact:

U.S. Department of Labor, OSHA
Phone: 1-800-321-OSHA (6742)
Online: https://www.osha.gov/workers/file-complaint

6.6 Private Lawsuit Options

In some circumstances, employees may file lawsuits directly in state or federal court.

When direct lawsuit may be available:

After exhausting administrative remedies: For discrimination claims, typically must file with CHRO first and obtain Release of Jurisdiction before filing in court
Breach of contract claims: Can be filed directly in court
Wage claims: Can file in Superior Court under CGS § 52-596 without first filing with CT DOL
Wrongful termination (public policy exception): Can be filed directly in court
Certain federal claims: Some federal laws allow direct filing after EEOC dismisses charge

Statute of limitations varies by claim type:

Wage claims under CGS § 52-596: 2 years
Contract claims: 6 years (written contracts) or 3 years (oral contracts)
Discrimination claims after ROJ from CHRO: 90 days to file in court after receiving ROJ
Federal discrimination claims after EEOC Right to Sue letter: 90 days

For information about employment litigation and procedural requirements, individuals may consult with a licensed Connecticut employment attorney.

6.7 Information for Filing Complaints

Document everything:

Keep copies of pay stubs, time records, employment agreements, employee handbooks
Document incidents (dates, times, witnesses, what was said/done)
Save emails, text messages, and other communications
Take photos or videos of workplace conditions if relevant

Act promptly:

File complaints as soon as possible after violation occurs
Do not wait until deadline approaches
Deadlines are strict and missing them may permanently bar your claim

Be truthful and complete:

Provide accurate, honest information
Include all relevant facts
Do not exaggerate or omit important details

Keep copies:

Keep copies of all forms, complaints, and correspondence
Document all communications with agencies
Note names and dates of all phone calls

Follow up:

Respond promptly to agency requests for information
Check status of complaint periodically
Keep contact information current

Legal representation:

Many employment attorneys offer free initial consultations. Attorneys can assist with navigating complex procedures. Legal representation may be important for discrimination claims and lawsuits.

Retaliation protection:

It is illegal for employers to retaliate against employees for filing complaints
If employer retaliates, file additional complaint for retaliation
Document any adverse actions taken after filing complaint

6.8 Quick Reference Table: Where to File

Complaint Type | Agency | Filing Deadline

Unpaid wages, overtime, minimum wage violations | CT Department of Labor, Wage and Workplace Standards Division | 2 years from violation

Meal break violations | CT Department of Labor, Wage and Workplace Standards Division | 2 years from violation

Paid sick leave violations | CT Department of Labor, Wage and Workplace Standards Division | 2 years from violation

Employment discrimination (state law) | Connecticut Commission on Human Rights and Opportunities (CHRO) | 300 days from discriminatory act

Employment discrimination (federal law) | EEOC (or CHRO with cross-filing) | 300 days from discriminatory act

Sexual harassment | Connecticut Commission on Human Rights and Opportunities (CHRO) | 300 days from last incident

Failure to accommodate disability, pregnancy, or religion | Connecticut Commission on Human Rights and Opportunities (CHRO) | 300 days from denial of accommodation

Retaliation for filing wage complaint | CT Department of Labor, Legal Division | No specific deadline stated in statute (file promptly)

Workplace safety violations | Connecticut CONN-OSHA | No deadline (file as soon as possible)

Workers’ compensation retaliation | CT Department of Labor, Legal Division | No specific deadline stated in statute (file promptly)

Wrongful termination (public policy) | State Superior Court (consult attorney) | 3 years (tort statute of limitations)

Breach of employment contract | State Superior Court (consult attorney) | 6 years (written) or 3 years (oral)

Remote Work in Connecticut

7.1 Applicability of Connecticut Employment Laws to Remote Work

Connecticut employment laws generally apply based on where the employee performs work, not where the employer is located.

Key principle:

When Connecticut statutes are silent on geographic scope, Connecticut employment laws generally apply based on where the employee performs work. Connecticut state law applies to employees working in Connecticut.

Source: Connecticut statutes and regulations

Connecticut laws that apply to remote workers in Connecticut:

1. Minimum wage

Connecticut General Statutes § 31-58 (minimum wage law) does not require employers to be located in Connecticut. All employers must pay Connecticut minimum wage ($16.94 as of January 1, 2026) to employees working in Connecticut.

2. Overtime requirements

Federal FLSA overtime requirements apply to employees working in Connecticut. Connecticut does not have separate state overtime law that differs from FLSA.

3. Meal break requirements

CGS § 31-51ii (meal break law) applies to employees working 7.5+ consecutive hours in Connecticut, regardless of employer location.

4. Anti-discrimination laws

Connecticut’s anti-discrimination statutes (CGS § 46a-60) do not limit scope to Connecticut employers. Discrimination protections apply to employees working in Connecticut.

5. Connecticut Family and Medical Leave Act

According to CGS § 31-51kk, Connecticut FMLA applies to any employer with “at least one employee” working in Connecticut. This means virtually all Connecticut employees are covered, even if employer is based elsewhere.

Source: CGS § 31-51kk
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm

6. Personnel file access

CGS § 31-128b (requiring employee access to personnel files) applies to all employees in Connecticut without reference to employer location.

7. Paid sick leave (phased expansion)

CGS § 31-57s paid sick leave expansion (2025-2027) applies to employees working in Connecticut. The law refers to “employer that employs…individuals in the state.”

Source: CGS § 31-57s(a)(1)(A)

Connecticut laws that may NOT apply to remote workers for out-of-state employers:

Wage discussion protection (CGS § 31-40z):

This law explicitly applies only to employers “within the state.” According to CGS § 31-40z(a)(1), “Employer” means “any individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay.”

Remote workers in Connecticut employed by out-of-state employers may not be protected by this specific statute, though federal NLRA protections may apply.

Source: CGS § 31-40z(a)(1)
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm

7.2 Employer Obligations for Remote Workers in Connecticut

Registration and tax requirements:

Employers with remote workers physically located in Connecticut must:

Register with Connecticut Department of Labor
Register with Connecticut Department of Revenue Services for income tax withholding
Obtain or update workers’ compensation insurance coverage
Obtain or update unemployment insurance account
Report new hires within 20 days
Register for Connecticut Paid Leave Authority contributions

Posting requirements:

Connecticut requires workplace postings to be accessible to all employees. Connecticut has not issued formal standards for electronic posting for remote workers.

Common approaches for remote workers include:

Providing electronic copies of all required posters accessible via company intranet, HR portal, or dedicated webpage
Ensuring remote workers can access posters easily at any time
Mailing physical posters to remote workers’ home offices
Documenting that posters have been made accessible

Source: Connecticut Department of Labor guidance
Available at: https://portal.ct.gov/dol

Pay transparency for remote positions:

Connecticut’s wage range disclosure law (CGS § 31-40z) applies to:

Positions that will be performed in Connecticut
Remote, out-of-state workers who report to a supervisor, office, or work site in Connecticut

Source: Connecticut wage disclosure requirements
Effective date: October 1, 2023 (expanded requirements)

7.3 Multi-State Remote Work Considerations

Complex situations:

When employees work remotely from multiple states or split time between Connecticut and other locations, determining which state’s laws apply can be complex.

Factors that may be considered:

Where employee primarily performs work
Where employee regularly performs work
Duration and frequency of work in each location
Nature of work relationship
Terms of employment agreement

Determining applicable law:

Employers with remote workers in multiple states may consult employment counsel to ensure compliance with applicable state laws. Employees in complex multi-state situations may seek legal guidance regarding which state’s laws protect them.

7.4 Return-to-Office (RTO) Mandates

Connecticut law on RTO:

Connecticut does not have a statute requiring employers to permit remote work or restricting employers from requiring return to office. In general, employers may set workplace location requirements as a condition of employment, subject to certain limitations:

Limitations on RTO mandates:

1. Reasonable accommodations:

Employers must consider remote work as a potential reasonable accommodation for:

Employees with disabilities (if remote work would enable them to perform essential functions)
Pregnancy-related conditions
Religious observances (in rare circumstances)

2. Collective bargaining agreements:

Unionized employees may have negotiated remote work provisions that limit employer’s ability to mandate return to office.

3. Employment contracts:

If employment contract specifies remote work, employer may be bound by contract terms.

4. Prohibited retaliation:

Employers cannot require return to office as retaliation for:

Filing complaints
Requesting accommodations
Exercising legal rights

Current trend (2026):

According to Connecticut employment law practitioners, many Connecticut employers have implemented hybrid work arrangements rather than full return-to-office mandates. However, some employers have required full-time office presence.

2026 Updates and Recent Changes

8.1 Minimum Wage Increase (Effective January 1, 2026)

Change: Connecticut’s minimum wage increased from $16.35 per hour to $16.94 per hour effective January 1, 2026.

Source: Public Act 19-4 (indexing law) and Governor’s announcement
Available at: https://portal.ct.gov/governor/news/press-releases/2025/09-2025/governor-lamont-announces-minimum-wage-will-increase

Impact: Employers must pay all non-exempt employees at least $16.94 per hour for all hours worked on or after January 1, 2026.

8.2 Paid Sick Leave Expansion Continues (Effective January 1, 2026)

Change: Connecticut’s paid sick leave law expansion reaches employers with 11 or more employees in Connecticut as of January 1, 2026.

According to CGS § 31-57s(a)(1)(A)(ii), paid sick leave accrues beginning “January 1, 2026, for an employee of an employer that employs eleven or more individuals in the state.”

Impact:

Employers with 11-24 employees must begin providing paid sick leave as of January 1, 2026
Accrual rate: 1 hour per 30 hours worked
Maximum: 40 hours per year
Employees can use after 120 calendar days of employment

Source: CGS § 31-57s as amended by Public Act 24-8
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm

Reminder for employers with 25+ employees:

Employers with 25 or more employees have been required to provide paid sick leave since January 1, 2025.

Looking ahead to 2027:

Effective January 1, 2027, paid sick leave will be required for employers with 1 or more employees (universal coverage).

8.3 Connecticut Paid Family and Medical Leave (Ongoing)

Status: The Connecticut Paid Family and Medical Leave Insurance Program continues in 2026 with no major statutory changes.

Employee contribution rate (2026): 0.5% of wages

Source: Connecticut Paid Leave Authority
Website: https://ctpaidleave.org/

8.4 No Major New Employment Legislation Enacted for 2026

Legislative session 2025:

Connecticut’s 2025 legislative session (January 8 – June 4, 2025) did not produce major new employment law legislation with January 1, 2026 effective dates beyond those already described.

Verification: Review of Connecticut General Assembly website and employment law updates
Source: https://www.cga.ct.gov/

8.5 Pending and Proposed Legislation

Wage range in job postings:

Multiple proposals have been introduced in past sessions that would require employers to include wage ranges in job postings. As of January 15, 2026, Connecticut has not enacted such a requirement.

Current law: Employers must provide wage range to applicants upon request or before/at offer, but are not required to include in job postings.

Status: Legislation requiring posting of wage ranges may be considered in future sessions.

Other potential areas:

Connecticut may consider legislation addressing:

Non-compete agreement restrictions
AI in hiring and employment decisions
Additional workplace protections

How to stay informed:

Connecticut General Assembly website: https://www.cga.ct.gov/
Bill tracking: https://www.cga.ct.gov/aspx/CGABillStatus/CGABillStatus.aspx
CT Department of Labor: https://portal.ct.gov/dol
CHRO: https://portal.ct.gov/chro

Resources

10.1 State Government Agencies

Connecticut Department of Labor (CTDOL)

Main office:
200 Folly Brook Boulevard
Wethersfield, CT 06109

Main phone: (860) 263-6000
Website: https://portal.ct.gov/dol

Divisions:

Wage and Workplace Standards Division
Phone: (860) 263-6790 (Monday, Wednesday, Friday, 8:00 AM – 4:30 PM)
Email: Available through website contact forms
Online filing: https://ctdol-prod-portal.ecourt.com/public-portal/
Purpose: Wage complaints, paid sick leave, meal breaks, minimum wage, overtime, recordkeeping

Legal Division
Phone: (860) 263-6768
Email: DOL.LegalDivision@ct.gov
Purpose: Retaliation complaints (wage and unemployment insurance)

Connecticut OSHA (CONN-OSHA)
Phone: (860) 263-6946
Fax: (860) 263-6940
Address: 38 Wolcott Hill Road, Wethersfield, CT 06109
Purpose: Workplace safety and health complaints

Unemployment Insurance Division
Website: https://reemployct.dol.ct.gov/
Phone: (203) 455-2653
Purpose: Unemployment benefits

Office of Research (Labor Market Information)
Website: https://www1.ctdol.state.ct.us/lmi/
Purpose: Labor statistics, wage data, employment trends

Hours of operation: Monday-Friday, 8:00 AM – 4:30 PM (unless otherwise noted)

Connecticut Commission on Human Rights and Opportunities (CHRO)

Central Office (Administrative)
450 Columbus Boulevard, Suite 2
Hartford, CT 06103
Phone: (860) 541-3400
Website: https://portal.ct.gov/chro
Purpose: Houses Executive Office, Affirmative Action Unit, Legal Division, Office of Public Hearings

Regional Offices (for filing complaints):

Capitol Region Office
450 Columbus Boulevard
Hartford, CT 06103
Phone: (860) 541-3400
Coverage: Hartford and surrounding areas

Southwest Region Office
1057 Broad Street
Bridgeport, CT 06604
Phone: (203) 579-6246
Coverage: Bridgeport and surrounding areas

West Central Region Office
103 Grand Street
Waterbury, CT 06702
Phone: (203) 805-5450
Coverage: Waterbury and surrounding areas

Eastern Region Office
100 Broadway
Norwich, CT 06360
Phone: (860) 886-5703
Coverage: Norwich and surrounding areas

Online inquiry form: https://portal.ct.gov/chro (to begin discrimination complaint intake process)

Purpose: Employment discrimination complaints, sexual harassment, failure to accommodate, retaliation

Connecticut Paid Leave Authority

Website: https://ctpaidleave.org/
Phone: (877) 499-7500
Address: CT Paid Leave, P.O. Box 5086, Hartford, CT 06102-5086

Online portal: https://ctpaidleave.org/s/?language=en_US

Purpose: Connecticut Paid Family and Medical Leave Insurance Program benefits, contributions, compliance

Connecticut Department of Revenue Services (DRS)

Taxpayer Services Division
Phone: (860) 297-5962 or 1-800-382-9463 (Connecticut only)
Website: https://portal.ct.gov/drs

Purpose: State tax withholding, employer tax registration, tax compliance

Connecticut Workers’ Compensation Commission

Main office:
21 Oak Street
Hartford, CT 06106
Phone: (860) 493-1500
Website: https://wcc.state.ct.us/

Purpose: Workers’ compensation claims, employer compliance

Connecticut New Hire Reporting Program

Website: https://www.ctnewhires.com/
Phone: 1-800-367-2068
Fax: (860) 263-6263
Mail: Connecticut Department of Labor, New Hire Reporting Program, 200 Folly Brook Boulevard, Wethersfield, CT 06109

Purpose: New hire reporting (required within 20 days of hire)

10.2 Federal Government Agencies

U.S. Equal Employment Opportunity Commission (EEOC)

Boston Area Office (covers Connecticut):
John F. Kennedy Federal Building
15 New Sudbury Street, Room 475
Boston, MA 02203
Phone: 1-800-669-4000 (toll-free)
TTY: 1-800-669-6820 (hearing impaired)
Website: https://www.eeoc.gov/
Online filing: https://publicportal.eeoc.gov/

Purpose: Federal employment discrimination charges (Title VII, ADA, ADEA, GINA, EPA)

U.S. Department of Labor, Wage and Hour Division

Boston District Office (covers Connecticut):
JFK Federal Building, Room E-375
Boston, MA 02203
Phone: (617) 624-6700
Website: https://www.dol.gov/agencies/whd

Toll-free helpline: 1-866-4-USWAGE (1-866-487-9243)
TTY: 1-877-889-5627

Purpose: Federal wage and hour violations (FLSA, FMLA), child labor, prevailing wages

Occupational Safety and Health Administration (OSHA)

Hartford Area Office
450 Main Street, Room 508
Hartford, CT 06103
Phone: (860) 240-3152
Fax: (860) 240-3155

OSHA hotline: 1-800-321-OSHA (6742)
Website: https://www.osha.gov/

Purpose: Federal workplace safety and health complaints

National Labor Relations Board (NLRB)

Region 34 (covers Connecticut):
One Commercial Plaza, Suite 260
Hartford, CT 06103
Phone: (860) 240-3522
Fax: (860) 240-3564
Website: https://www.nlrb.gov/

Purpose: Unfair labor practices, union elections, collective bargaining disputes

U.S. Citizenship and Immigration Services (USCIS)

Website: https://www.uscis.gov/
Customer service: 1-800-375-5283
TTY: 1-800-767-1833

E-Verify: https://www.e-verify.gov/
E-Verify customer support: 1-888-464-4218

Purpose: Employment eligibility verification, Form I-9 compliance

Internal Revenue Service (IRS)

Business tax line: 1-800-829-4933
Website: https://www.irs.gov/businesses

Purpose: Federal tax withholding, Forms W-2, W-4, employment taxes

10.3 Key Publications and Guidance Documents

Connecticut Department of Labor publications:

Connecticut Minimum Wage Information
https://www1.ctdol.state.ct.us/lmi/ctminimumwage.asp

Paid Sick Leave Guidance
https://portal.ct.gov/dol/Knowledge-Base/Articles/Wage-and-Workplace-Standards/Paid-Sick-Leave

Required Workplace Posters
https://www.ctdol.state.ct.us/wgwkstnd/requirepostersemployers.htm

Wage and Workplace Standards FAQs
https://www.ctdol.state.ct.us/wgwkstnd/faq.htm

CHRO publications:

Who Is Protected (Protected Classes)
https://portal.ct.gov/chro/commission/commission/protected-classes

How to File a Discrimination Complaint
https://portal.ct.gov/chro/complaint-process/complaint-process/how-to-file-a-discrimination-complaint

Sexual Harassment Training Requirements
https://portal.ct.gov/chro

Federal publications:

EEOC Compliance Manual
https://www.eeoc.gov/laws/guidance/

DOL Wage and Hour Fact Sheets
https://www.dol.gov/agencies/whd/fact-sheets

OSHA Publications
https://www.osha.gov/publications

FMLA Fact Sheets
https://www.dol.gov/agencies/whd/fmla

10.4 Connecticut General Statutes (Legal References)

Connecticut General Assembly website:
https://www.cga.ct.gov/

Current statutes:
https://www.cga.ct.gov/current/pub/titles.htm

Key employment law chapters:

Title 31 – Labor:
https://www.cga.ct.gov/current/pub/title_31.htm

Chapter 557 – Employment Regulation (CGS § 31-12 to 31-57aa):
Includes minimum wage, meal breaks, child labor, employment of persons with disabilities

Chapter 558 – Wages (CGS § 31-58 to 31-76o):
Includes wage payment, deductions, final paycheck requirements, wage rate disclosure

Chapter 563a – Personnel Files (CGS § 31-128a to 31-128j):
Employee access to personnel files

Title 46a – Human Rights:
https://www.cga.ct.gov/current/pub/title_46a.htm

Chapter 814c – Human Rights and Opportunities (CGS § 46a-51 to 46a-99):
Includes anti-discrimination laws, Connecticut Fair Employment Practices Act

Public Act search:
https://www.cga.ct.gov/asp/menu/PublicActs.asp

10.5 Legal Assistance Resources

Connecticut legal aid organizations (for low-income individuals):

Statewide Legal Services of Connecticut
Phone: (860) 344-0447 or 1-800-453-3320
Website: https://www.slsct.org/

New Haven Legal Assistance Association
Phone: (203) 946-4811
Website: https://www.nhlegal.org/

Greater Hartford Legal Aid
Phone: (860) 541-5000
Website: https://www.ghla.org/

Connecticut Legal Services
Phone: 1-800-453-3320
Website: https://www.ctlegal.org/

CTLawHelp (online legal information):
https://ctlawhelp.org/

Connecticut Bar Association Lawyer Referral Service
Phone: 1-800-529-0430 or (203) 223-4400
Website: https://www.ctbar.org/

Purpose: Referrals to private attorneys (fee-based services)

10.6 Additional Resources

Connecticut AFL-CIO – Union and worker resources:
https://www.ct-aflcio.org/

American Bar Association Employment Law Resources:
https://www.americanbar.org/groups/labor_law/

10.7 Staying Updated on Connecticut Employment Law Changes

Monitor these sources for updates:

Connecticut General Assembly (for new legislation):
https://www.cga.ct.gov/
Bill tracking: https://www.cga.ct.gov/aspx/CGABillStatus/CGABillStatus.aspx

Connecticut Department of Labor (for regulations, guidance, announcements):
https://portal.ct.gov/dol
News: https://portal.ct.gov/dol/news

CHRO (for discrimination law updates):
https://portal.ct.gov/chro

Governor’s Press Releases (for major announcements):
https://portal.ct.gov/governor/news/press-releases

Connecticut Law Tribune (legal news – subscription):
https://www.ctinsider.com/ctlawjournal/

Employment law information sources:

Connecticut Employment Law Blog: https://www.ctemploymentlawblog.com/

Federal updates:

U.S. Department of Labor: https://www.dol.gov/
EEOC: https://www.eeoc.gov/
OSHA: https://www.osha.gov/

Review schedule: Connecticut Department of Labor recommends employers review employment law updates quarterly and immediately when major legislation is enacted.

Frequently Asked Questions - Connecticut Employment Law

1. What is employment law in Connecticut?

Employment law in Connecticut is the comprehensive legal framework that governs the relationship between employers and employees in the state. It encompasses both state statutes (Connecticut General Statutes) and federal laws that apply to Connecticut employers and employees.

Connecticut employment law covers minimum wage and overtime requirements, workplace safety standards, anti-discrimination protections, leave and time off requirements, wage payment rules, reasonable accommodations, and employer obligations such as posting requirements and recordkeeping.

The primary sources are Connecticut General Statutes Title 31 (Labor) and Title 46a (Human Rights and Opportunities), enforced by the Connecticut Department of Labor and Connecticut Commission on Human Rights and Opportunities.

2. What is the difference between labor law and employment law in Connecticut?

Employment law is the broader legal framework governing all aspects of the employer-employee relationship, including wages, working conditions, discrimination protections, workplace safety, and general employment rights. It applies to all employers and employees in Connecticut.

Labor law is a specific subset of employment law focused on collective bargaining, union organizing and representation, labor-management relations, strikes, and grievance procedures under collective bargaining agreements. Labor law applies specifically to unionized workplaces or union organizing activities.

Most Connecticut workers who are not union members interact primarily with employment law rather than labor law. Both frameworks are found in Connecticut General Statutes Title 31.

3. Is Connecticut an at-will employment state?

Yes, Connecticut follows the at-will employment doctrine. According to Connecticut Supreme Court precedent, “In Connecticut, an employer and employee have an at-will employment relationship in the absence of a contract to the contrary. Employment at will grants both parties the right to terminate the relationship for any reason, or no reason, at any time without fear of legal liability.”

However, Connecticut recognizes important exceptions including statutory protections (anti-discrimination laws, whistleblower protections), public policy exceptions (terminations that violate clear public policy), implied contract exceptions (when employer creates contractual obligations through handbooks or statements), and discrimination/retaliation protections under federal and state law.

Source: Thibodeau v. Design Group One Architects, LLC, 260 Conn. 691 (2002)

4. What is Connecticut’s minimum wage in 2026?

Connecticut’s minimum wage is $16.94 per hour effective January 1, 2026.

This increase resulted from Connecticut’s minimum wage indexing law (Public Act 19-4, enacted 2019), which ties annual minimum wage adjustments to the federal employment cost index. The Connecticut Department of Labor Commissioner announces adjustments by October 15 each year, with changes taking effect the following January 1.

Special rates:

Tipped employees (restaurant servers): $6.38 per hour cash wage (must receive $16.94 including tips)
Bartenders: $8.23 per hour cash wage (must receive $16.94 including tips)
Training wage for 16-17 year olds: $10.10 per hour (first 90 days only)

Source: Governor’s announcement, September 3, 2025
Available at: https://portal.ct.gov/governor

5. Does Connecticut require overtime pay?

Yes. Connecticut employers must comply with federal overtime requirements under the Fair Labor Standards Act (FLSA). Connecticut does not have a separate state overtime law that differs from federal requirements.

Under the FLSA, covered non-exempt employees must receive overtime pay at a rate of time and one-half (1.5x) their regular rate for hours worked over 40 in a workweek.

Connecticut does not require daily overtime (unlike California, which requires overtime after 8 hours in a day). Overtime is calculated weekly based on a fixed, regularly recurring 168-hour period (7 consecutive 24-hour periods).

Source: Fair Labor Standards Act, 29 U.S.C. § 207
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section207

6. Are meal and rest breaks required in Connecticut?

Meal breaks: Yes, Connecticut requires meal breaks.

According to Connecticut General Statutes § 31-51ii(a), employees may not be required to work 7.5 or more consecutive hours without a 30-minute meal break. The break must be given after the first 2 hours of work and before the last 2 hours.

Meal breaks are typically unpaid if the employee is completely relieved of duties.

Rest breaks: No, Connecticut does not require rest breaks (short breaks typically 5-20 minutes). If employers voluntarily provide short breaks, federal law requires they be paid as hours worked.

Source: CGS § 31-51ii
Official text: https://www.cga.ct.gov/current/pub/chap_557.htm

7. What are my employee rights in Connecticut?

Connecticut employees have extensive rights under state and federal law including:

Wage and hour rights: Minimum wage ($16.94 in 2026), overtime pay, timely wage payment, meal breaks, protection against illegal wage deductions

Discrimination protections: Protection against discrimination based on 28 protected classes under Connecticut law, plus federal protections

Leave rights: Paid sick leave (phasing in 2025-2027), Connecticut Paid Family and Medical Leave Insurance, federal FMLA (if eligible), Connecticut FMLA (nearly universal coverage)

Accommodation rights: Reasonable accommodations for disabilities, pregnancy-related conditions, and religious observances

Safety rights: Safe workplace free from recognized hazards, right to report safety violations without retaliation

Retaliation protections: Protection against retaliation for filing complaints, requesting accommodations, or exercising legal rights

Other rights: Access to personnel files, ability to discuss wages, protection against wrongful termination violating public policy

8. Can my employer fire me for any reason in Connecticut?

Generally yes, due to at-will employment, but with important exceptions. At-will employment means employers can terminate employment for any reason or no reason, but employers CANNOT terminate for illegal reasons.

Illegal reasons for termination include:

Discrimination based on protected characteristics (race, color, religion, sex, age 40+, disability, national origin, gender identity, marital status, veteran status, and others)
Retaliation for filing complaints, reporting violations, requesting accommodations, or exercising legal rights
Violations of public policy (firing employee for refusing to break the law, reporting employer’s illegal activities, serving on jury, filing workers’ compensation claim)
Breach of employment contract (if contract exists)
Violation of collective bargaining agreement (for union members)

If terminated for one of these illegal reasons, employees may have wrongful termination claims.

9. How do I file a discrimination complaint in Connecticut?

To file an employment discrimination complaint, contact the Connecticut Commission on Human Rights and Opportunities (CHRO).

Steps:

Contact a CHRO regional office for intake consultation: Call (860) 541-3400 or visit https://portal.ct.gov/chro
Speak with intake officer about your situation
Schedule appointment to file formal written, sworn complaint
File formal complaint before 300-day deadline expires

Filing deadline: 300 days from the alleged discriminatory act

CHRO offices: Hartford, Bridgeport, Waterbury, Norwich

Filing with CHRO also constitutes filing with the federal EEOC due to work-sharing agreement. Indicate you want complaint “cross-filed” with EEOC.

Source: https://portal.ct.gov/chro/complaint-process

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

Possibly, depending on your circumstances. Remote work may be a reasonable accommodation if:

For disability: You have a disability that limits ability to perform job functions in the office, and working remotely would enable you to perform essential job functions without imposing undue hardship on the employer.

For pregnancy: You have a pregnancy-related condition that makes working in the office difficult, and remote work would accommodate your condition.

For religious observance: In rare circumstances, remote work might accommodate religious practices, though this is less common.

Process: Request accommodation from your employer, explaining your condition/need and how remote work would address it. Employer must engage in interactive process to identify effective accommodations. Employer may provide remote work or alternative effective accommodation.

Important: Employer is not required to provide your preferred accommodation as long as they provide an effective reasonable accommodation. Also, employer can deny accommodation if it would impose undue hardship (significant difficulty or expense).

11. What are employer obligations in Connecticut?

Connecticut employers must:

Registration and reporting: Register with CT Department of Labor and Department of Revenue Services, report new hires within 20 days, maintain workers’ compensation and unemployment insurance

Wage and hour: Pay minimum wage ($16.94 in 2026), pay overtime for hours over 40/week, provide meal breaks, pay wages on time (final check next business day if discharged), avoid illegal wage deductions

Leave: Provide paid sick leave (phased 2025-2027), participate in Connecticut Paid Family and Medical Leave program, comply with CTFMLA and federal FMLA

Posting: Display required federal and state labor law posters in conspicuous locations

Recordkeeping: Maintain wage and hour records (3 years), personnel files, Form I-9 (3 years after hire or 1 year after termination)

Anti-discrimination: Comply with anti-discrimination laws, provide reasonable accommodations, prevent harassment, provide sexual harassment training to supervisors (employers with 3+ employees)

Safety: Maintain safe workplace, comply with OSHA standards, not retaliate for safety complaints

12. What workplace posters are required in Connecticut?

Connecticut employers must display both state and federal required posters:

State posters:

Connecticut Minimum Wage
Discrimination and Harassment (employers with 3+ employees)
Paid Sick Leave (covered employers)
Occupational Safety and Health
Workers’ Compensation
Unemployment Compensation
Wage and Hour Laws

Federal posters:

Employee Rights Under FLSA
Employee Rights Under FMLA (employers with 50+ employees)
Equal Employment Opportunity is the Law
Employee Rights Under NLRA
Job Safety and Health (OSHA)
Employee Polygraph Protection Act

Posters must be displayed where employees can easily see them. All posters available from Connecticut Department of Labor and federal agencies.

Source: https://www.ctdol.state.ct.us/wgwkstnd/requirepostersemployers.htm

13. What are the record retention requirements for Connecticut employers?

Connecticut and federal law require employers to retain specific employment records:

Wage and hour records: 3 years (CT and federal requirement)

Time worked each day and workweek
Wage rates
Actual wages paid
Deductions and allowances

Payroll records: 3 years for payroll records; 2 years for time cards and wage rate tables (federal FLSA)

Form I-9: 3 years after hire date OR 1 year after employment ends, whichever is later

Personnel files: Connecticut law does not specify a retention period for general personnel files after employment ends. Employers commonly retain personnel files for 3-7 years after termination.

CHRO complaints and records: Retain all documents related to discrimination complaints indefinitely

Source: CGS § 31-13a and 29 C.F.R. § 516

14. Does Connecticut require paid sick leave for all employees?

Connecticut requires paid sick leave with phased implementation:

Current (2026): Required for employers with 11 or more employees as of January 1, 2026

Future (2027): Will be required for employers with 1 or more employees (universal coverage) as of January 1, 2027

Accrual: 1 hour per 30 hours worked, up to 40 hours per year

Usage: After 120 calendar days of employment

Permitted uses: Employee or family member illness, medical care, preventive care, mental health wellness day, family violence or sexual assault matters

Source: CGS § 31-57s as amended by Public Act 24-8
Available at: https://www.cga.ct.gov/current/pub/chap_557.htm

15. Are there protections for remote workers in Connecticut?

Yes. Connecticut employment laws generally apply based on where the employee works, not where the employer is located.

Employees working remotely in Connecticut are generally protected by:

Connecticut minimum wage law
Federal overtime requirements
Connecticut meal break requirements
Anti-discrimination laws (Connecticut and federal)
Connecticut Family and Medical Leave Act
Paid sick leave law (when applicable)
Workers’ compensation (for work-related injuries in home office)

Employers with remote workers in Connecticut must register with the state, withhold Connecticut income tax, participate in Connecticut Paid Leave program, and comply with applicable Connecticut employment laws.

Some Connecticut laws (like wage discussion protection, CGS § 31-40z) explicitly apply only to employers “within the state” and may not cover remote workers for out-of-state employers.

Source: Legal analysis and Connecticut statutes

Others

Legal Disclaimer: Nature of This Compilation This document is a compilation of publicly available information from official government sources. It is NOT: Legal advice An interpretation of laws or regulations A substitute for consultation with a licensed attorney A comprehensive treatment of all applicable laws Guaranteed to be complete or current