Finding out you are pregnant should be a time of excitement and preparation. But if you are pregnant and laid off, it can also bring stress, uncertainty, and fear. While some layoffs are legitimate, others may cross the line into unlawful treatment.

If you believe your pregnancy played a role in your termination, you may have a wrongful termination claim under both federal and Connecticut law.

Recognizing When a Layoff Becomes Wrongful Termination

Not every layoff is illegal. Businesses can restructure, downsize, or eliminate positions for many reasons. However, the law draws a firm line when pregnancy, childbirth, or related conditions factor into the decision.

Federal law under the Pregnancy Discrimination Act makes it illegal for employers with 15 or more employees to fire someone because they are pregnant or because of a condition related to pregnancy or childbirth. The Americans with Disabilities Act may also provide protection if pregnancy results in a medical condition, such as gestational diabetes, that qualifies as a disability.

In Connecticut, protections go even further. State law applies to employers with only one employee, covering essentially every employee working in Connecticut. This means that even in smaller workplaces, firing an employee in Connecticut because she is pregnant violates the law.

Wrongful termination can also occur if your employer used the layoff label as cover. For example:

• You were the only employee in your department laid off, and you had just announced your pregnancy
• Your position was “eliminated,” but the employer soon filled your former position with someone else, who is not pregnant, performing similar duties
• Management made comments suggesting your pregnancy would interfere with your work or availability

Each of these scenarios suggests your pregnancy may have been a factor. The law focuses on whether discrimination was a motivating reason for the decision, even if the employer points to other explanations.

Your Rights Under CT Pregnancy Leave

Besides protection against discrimination, Connecticut workers benefit from CT pregnancy leave rights. State law provides job-protected leave for employees of covered companies with at least one employee. You are entitled to a reasonable amount of leave for pregnancy, childbirth, and recovery, which generally includes at least 12 weeks.

This leave works alongside the federal Family and Medical Leave Act (FMLA), which gives eligible employees up to 12 weeks of unpaid, job-protected leave. The Connecticut Family and Medical Leave Act (CTFMLA) now covers most employees after only three months of service, with no minimum-hour requirement, making it broader than federal law.

Employers must also provide reasonable accommodations for pregnancy, including:

• Modified duties such as limiting heavy lifting
• Additional breaks to rest, eat, or use the restroom
• Temporary reassignment to less strenuous tasks if medically necessary

If you are laid off and pregnant right after requesting leave or accommodations, it could be retaliation—another form of illegal conduct. Employers cannot penalize you for exercising your rights.

Being terminated during or shortly after pregnancy leave is also a red flag. Unless the employer can show your job would have been eliminated regardless of your leave, the termination may be unlawful. The timing often tells the story, and courts pay close attention to whether the decision lined up suspiciously with your pregnancy or leave request.

What To Do If You Suspect Wrongful Termination

If you were pregnant and laid off, it’s important to act quickly and strategically.

1. Document everything. Save copies of emails, termination letters, and performance reviews. Write down details of conversations, especially if a manager referenced your pregnancy when discussing your workload, availability, or commitment. Documentation creates a paper trail that can help prove discrimination.
2. Compare your treatment. Were non-pregnant coworkers in similar roles retained while you were let go? Did your employer handle other medical or family leave requests differently? Evidence of unequal treatment strengthens a claim.
3. File a complaint if necessary. In Connecticut, you can file a charge of discrimination alleging pregnancy discrimination with the Connecticut Commission on Human Rights and Opportunities (CHRO), which will dual-file your complaint with the federal Equal Employment Opportunity Commission (EEOC). For pregnancy discrimination claims under the Connecticut Fair Employment Practices Act and similar federal laws, you must file your claim with the agency within 300 days of the act of discrimination. For complaints alleging a violation of the CT FMLA, you can file a complaint with the Connecticut Department of Labor, or bring a lawsuit in court, within the 180 day deadline. Since strict filing deadlines apply, acting quickly is essential.
4. Consider remedies. If your claim succeeds, you may be entitled to:

• Reinstatement to your former position
• Back pay and lost benefits
• Compensation for emotional distress
• Attorney’s fees and costs

In some cases, employers choose to resolve disputes through settlements. That can provide financial relief without requiring you to return to a hostile environment. The right approach depends on your goals, and a lawyer can help weigh your options.

Protect Your Rights with Strong Legal Support

If you are laid off and pregnant, you do not have to face the situation alone. Connecticut law provides important protections, but asserting those rights often requires guidance and advocacy. Particularly in cases involving pregnancy, medical leave, and reasonable accommodations, where multiple overlapping statutes often apply with different rules, deadlines, and filing requirements, it is important to promptly obtain legal advice to make sure that your rights are protected. At Madsen, Prestley & Parenteau, LLC, we help employees across the state stand up to discrimination, retaliation, and wrongful termination.

Our attorneys know how to investigate workplace conduct, build strong cases, and fight for fair remedies. If you believe your pregnancy played a role in your layoff, don’t wait. Call 860-246-2466 or contact us online to schedule a consultation and discuss your options. Your job, your livelihood, and your rights matter—and you deserve an advocate who will fight for them.