When companies downsize, workers are often left feeling blindsided. The news of mass layoffs, especially following big profits or corporate restructuring, can be jarring. But just because a company claims a layoff was necessary doesn’t mean every termination was legal. If you're a Connecticut worker who’s recently been let go, it’s possible a layoff could be deemed a wrongful termination.

Layoffs Aren’t a Free Pass for Employers

Layoffs are often framed as business decisions—budget cuts, mergers, shifts in direction, results of economic conditions. And while those reasons can be valid, they don’t give employers a free pass to fire whoever they want for a reason that violates the law.

Here in Connecticut, most workers are employed at-will. That means, in general, if you are an at-will employee, you can be fired at any time, for almost any reason—or no reason at all—unless there’s a law or contract that says otherwise. It also means you have the right to quit at any time and for any reason. Unless you’ve signed an agreement stating otherwise, the law generally does not require you to give advance notice.

Wrongful termination can still happen, even in the context of a layoff. If your employer uses a layoff as a cover for firing someone due to race, gender, disability, age, pregnancy, retaliation, or other protected reasons, that’s unlawful.

Employers might also violate labor laws by failing to follow their own internal layoff policies, singling out union supporters, or skipping over workers who should have been protected due to a leave of absence or family medical leave.

For layoffs that are covered by the WARN Act, employers are required to provide advance notice when conducting large layoffs. If your employer didn’t notify you or the proper agencies, there could be a violation worth pursuing.

Warning Signs That a Layoff May Be Wrongful

Employers sometimes try to use a “layoff” to hide illegal behavior. And in the wave of layoff news sweeping industries from tech to healthcare, many employees don’t realize they were targeted for unlawful reasons until it’s too late.

Here are some signs that your termination may not have been as neutral as the company claimed:

• You're part of a protected class. If most of the workers laid off were older, female, Black, disabled, or belonged to any other protected group, and especially if the company retained younger, less experienced, or less qualified employees, that’s a red flag.
• You recently complained or took protected leave. Were you vocal about harassment or discrimination? Did you take family or medical leave? Employers aren’t allowed to retaliate, and if your name landed on the layoff list shortly after raising concerns or taking leave, it could point to retaliation.
• The company broke its own rules. Some employers have formal layoff procedures, like using seniority or performance reviews to decide who stays and who goes. If your employer ignored these criteria or applied them inconsistently, it may show bias or bad faith.
• Your position wasn’t really eliminated. Sometimes, an employer says your job was cut, only to rehire someone else with a different title doing the same work weeks later. That could indicate that the layoff was a pretext for something else.

In each of these scenarios, the issue isn’t the layoff itself—it’s why the employer selected you to be laid off. Employers can’t disguise unlawful termination behind layoff language.

What You Can Do If You Suspect Wrongful Termination

Connecticut employees who believe they were wrongfully terminated during a layoff have options, but acting quickly is key.

Don’t wait to talk to an employment attorney. A legal professional can help you evaluate whether your termination may have violated federal or state laws and guide you through your next steps. Depending on your case, you may be able to file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO), the Equal Employment Opportunity Commission (EEOC), or pursue a private claim for damages. Since all legal claims for wrongful termination, discrimination, and retaliation must be filed within certain deadlines, it is critical to consult with an employment attorney right away to make sure that your rights are protected.

You should also collect documentation. Save your termination letter, emails, performance reviews, internal policies, and anything that shows you were treated differently from your peers. If you raised complaints, took leave, or were part of a union, gather proof of those actions too. However, be careful to not violate any of your employer’s policies regarding company documents.

These cases aren’t just about compensation—they’re also about accountability. Employers must be held to fair standards, even during times of economic strain or organizational change. And in the current climate, where layoffs and corporate restructuring are often in the news, protecting workers’ rights has never been more critical.

Talk to a Connecticut Employment Law Firm That’s On Your Side

If you’ve recently been laid off and something doesn’t feel right, trust your gut. At Madsen, Prestley & Parenteau, LLC, we help Connecticut workers stand up to unlawful termination, even when it’s wrapped in corporate spin.

Contact our legal team online or call us at 860-246-2466 to schedule a consultation. Let’s figure out together whether your layoff was legal, or whether it crossed a line.