Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Or refine your search by selecting a city:
Refine your search by selecting a city.
Job discrimination occurs when an employer treats an employee or job applicant unfairly because of protected characteristics such as race, color, religion, sex, age, national origin, disability, or other specified factors. In Connecticut, job discrimination laws are designed to ensure equal employment opportunities for everyone. These laws prohibit discrimination in various aspects of employment, including hiring, firing, pay, promotions, job assignments, training, benefits, and other terms or conditions of employment. Connecticut protections often go beyond federal standards, covering more categories and smaller employers than federal law.
People may need a job discrimination lawyer for a variety of reasons. Common situations include being denied a job or promotion due to a protected characteristic, facing workplace harassment, experiencing retaliation for reporting discrimination, being wrongfully terminated, or being subjected to discriminatory workplace policies or practices. A lawyer can help evaluate the situation, advise on your rights, guide you through the complaint process, and represent you in negotiations or legal proceedings. Legal assistance is especially important if you are unsure about your rights, concerned about retaliation, or facing complex situations involving multiple forms of discrimination.
Connecticut has some of the most comprehensive job discrimination laws in the country. The Connecticut Fair Employment Practices Act (CFEPA) prohibits discrimination based on 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, sexual orientation, genetic information, and veteran status. The law applies to employers with three or more employees, unlike the federal standard, which covers larger employers. Connecticut law also restricts employers from asking certain questions during the hiring process and mandates reasonable accommodations for employees with disabilities or for religious observance. The Connecticut Commission on Human Rights and Opportunities (CHRO) is the main state agency that investigates discrimination complaints and enforces these protections.
Job discrimination refers to unfair treatment in the workplace based on characteristics protected by state or federal law, such as race, age, gender, religious creed, disability, or sexual orientation.
You can file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO) within 300 days of the discriminatory act. The CHRO will investigate the claim and may pursue mediation or legal action if needed.
Yes, you generally must file your complaint with the CHRO within 300 days from the date of the alleged discrimination. Missing this deadline may result in losing your right to pursue the claim.
Connecticut law covers more protected classes, such as gender identity or expression, genetic information, and covers smaller employers with at least three employees, compared to the federal minimum of fifteen employees in many cases.
Retaliation against employees who complain about discrimination is illegal in Connecticut. This includes firing, demotion, harassment, or other forms of punishment for asserting your rights.
Remedies may include reinstatement to your job, back pay, benefits lost, damages for emotional distress, legal fees, and orders to halt discriminatory practices. Cases may also lead to policy changes within the workplace.
While you are not required by law to hire a lawyer, consulting an employment attorney can improve your understanding of your rights, strengthen your case, and help navigate complex legal processes. A lawyer is especially helpful if your case involves complex evidence or legal arguments.
After filing a complaint, the CHRO reviews the claim and may conduct interviews, collect evidence, and try to settle the matter between you and your employer. If a settlement cannot be reached, the case may proceed to a hearing before the CHRO or be transferred to court.
Evidence can include emails, performance reviews, witness testimony, employment policies, and any documentation showing patterns of discrimination or retaliation. Keeping detailed records is helpful.
Most employers with three or more employees are covered. Certain exceptions may apply, such as religious organizations or specific small employers, but the vast majority must comply with these laws.
- Connecticut Commission on Human Rights and Opportunities (CHRO): State agency that investigates and enforces anti-discrimination laws. - United States Equal Employment Opportunity Commission (EEOC): Federal agency handling workplace discrimination. - Connecticut Department of Labor: Provides information about workplace rights and filing complaints. - Local bar associations: Offer lawyer referral services and educational materials. - Nonprofit organizations focused on workplace rights, such as the Connecticut Women’s Education and Legal Fund.
If you believe you have experienced job discrimination in Connecticut, begin by documenting all relevant events, including dates, conversations, and witnesses. Review your rights under Connecticut and federal laws. Reach out to the CHRO or a qualified employment lawyer for guidance specific to your case. Consider consulting with an attorney to evaluate your case and assist with filing a complaint or negotiating a settlement. Take timely action to preserve your rights and ensure the strongest possible legal protection.
