Understanding Connecticut’s labor and employment laws can help you take legal action against an employer who violates your rights. Many state and federal laws protect workers who speak up against discriminatory practices in the workplace, along with other violations. These laws and regulations aim to make workplaces safer and better for everyone.
If your employer violated your rights, a Hartford labor and employment lawyer can help. At Duddy, Goodwin & Pollard, we understand the difficulties faced by people mistreated by their employers. Our committed team of attorneys offers guidance with the following Connecticut labor & employment law guide.
Important Labor & Employment Laws in Connecticut
From wrongful termination to wage disputes and access to the Family and Medical Leave Act (FMLA), this Connecticut labor & employment law guide can give you a deeper understanding of your employee rights.
Knowledge is power, but you do not have to fight an employer alone. You can hire a labor and employment attorney in Connecticut from our legal team to handle your case while you focus on your career. Still, this guide will help you determine if you have the right to take legal action against an employer for various reasons.
Wrongful Termination and Unfair Hiring Practices in Connecticut
While Connecticut generally adheres to the at-will employment doctrine, which allows either the employer or employee to terminate the employment relationship at any time, some exceptions protect workers from wrongful termination. Statutory provisions prohibit terminating an employee for filing claims for:
- Workers’ compensation
- Wage enforcement
- Federal or state constitutional rights, such as religious freedom, free speech, or assembly
Additionally, Connecticut allows a cause of action for wrongful termination based on an implied employment contract. To succeed in such a claim, an employee must prove that the employer agreed, either through words, actions, or conduct, not to terminate the employee without just cause.
The Connecticut Fair Employment Practices Act (CFEPA) is another crucial law prohibiting discrimination and retaliation in employment. Under CFEPA, employers with one or more employees are prohibited from discriminating against individuals based on:
- Race
- Color
- Religious creed
- Age
- Sex, gender identity, or gender expression
- Marital status
- National origin or ancestry
- Present or past history of mental disability, intellectual disability, learning disability, physical disability (including blindness), status as a veteran, or status as a victim of domestic violence
Discrimination and retaliation are recognized exceptions to the employment-at-will doctrine in Connecticut. The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency that also protects employee’s rights when it comes to wrongful termination and unfair hiring practices.
Paid and Unpaid Leave in Connecticut
Connecticut has several laws protecting employee rights by providing various types of leave, including paid sick leave, parental leave, and pregnancy leave. These laws aim to support employees during important life events and health situations while balancing the needs of employers.
For example, Conn. Gen. Stat. § 31-57r et seq. grants paid sick leave in the following situations:
- Employers with 50 or more employees must provide paid sick leave.
- Employees accrue one hour of paid sick leave for every 40 hours worked, up to 40 hours per year.
- These laws apply to “service workers” as defined by the Bureau of Labor Statistics.
- Paid sick leave can be used for personal or family member’s illness, injury, or medical care
- Starting October 1, 2023, paid sick leave can be used for family violence/sexual assault situations and mental health wellness days
When it comes to parental leave, the following federal law applies:
- Connecticut Family and Medical Leave Act (CT FMLA) requires private employers with 1+ employees to grant up to 12 weeks of leave for caring for a newborn or newly placed foster child or caring for a spouse, child, or parent with a serious health condition
- Leave is unpaid, but accrued paid leave can be used
- Private employers may also be subject to the federal Family and Medical Leave Act (FMLA)
Conn. Gen. Stat. § 46a-60 also entitles employees to unpaid leave for pregnancy-related disabilities. Employers must provide leave unless another reasonable accommodation can be made.
For a free legal consultation, call (860) 999-9394
Wage Laws in Connecticut
Beginning January 1, 2024, Connecticut’s minimum wage will increase annually on January 1st, based on the employment cost index for civilian workers (Conn. Gen. Stat. § 31-58). Increases can be suspended if there are two consecutive quarters of negative state GDP growth. Connecticut’s minimum wage will be 0.5% higher than the federal rate after increases, effective the same day under Conn. Gen. Stat. § 31-58. No sub-minimum wage for student learners or trainees.
Overtime pay at 1.5x the regular rate is required after 40 hours, except for certain occupations like agriculture, executives, and auto sales. Employers must adhere to these minimum wage and overtime laws unless otherwise exempt.
Call Duddy, Goodwin & Pollard for the Extended Connecticut Labor & Employment Law Guide
If you want more information on Connecticut’s labor and employment laws, contact us today. The Hartford labor and employment team at Duddy, Goodwin & Pollard can help if an employer violated your rights or retaliated against you for making a claim.
We are ready to discuss your case during a free initial consultation. Call us now so we can begin working together and meet any legal deadlines that apply to your case.
Call or text (860) 999-9394 or complete a Free Case Evaluation form