Workplace discrimination can significantly impact your career, well-being, and sense of security. Fortunately, Connecticut has enacted comprehensive protections prohibiting employment discrimination, as well as retaliation against employees who complain about or resist employment discrimination. These protections are largely covered under the Connecticut Fair Employment Practices Act (CFEPA), which aims to prevent discrimination in the workplace. Whether you’ve experienced discrimination based on race, gender, disability, or any other protected characteristic, knowing your rights under Connecticut law is essential to safeguarding your professional future.

What Does the Connecticut Fair Employment Practices Act (CFEPA) Cover?

The Connecticut Fair Employment Practices Act (CFEPA) is a state law that provides broad protections to employees, offering safeguards against workplace discrimination. This law prohibits employers from discriminating against workers or job applicants based on a wide range of characteristics. These include race, gender, sexual orientation, religion, age, marital status, national origin, disability, and more.

CFEPA extends these protections beyond those offered by federal anti-discrimination laws.
For example, while federal law might only apply to larger employers, CFEPA covers employers with as few as one employee. This broad scope ensures that even small businesses in Connecticut must adhere to the state’s anti-discrimination employment laws.

CFEPA is applicable at every stage of employment, from the hiring process to promotions, job assignments, wages, and termination. If an employer discriminates against an employee at any of these stages based on a protected characteristic, they violate CFEPA. Additionally, the CFEPA now broadens its definition of "employee" to include elected or appointed officials of municipalities, boards, commissions, councils, and other government bodies. This expansion extends protections to many officials who were previously excluded due to their unpaid status.

The law aims to ensure equal opportunities for all employees, without regard to differences in protected characteristics. It’s also important to note that these protections are continuously evolving, with recent expansions adding even more coverage and protections to Connecticut workers.

How Do Connecticut’s Anti-Discrimination Laws Differ from Federal Laws?

Connecticut’s anti-discrimination laws provide broader protections compared to federal laws such as the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA). While federal law offers significant protections against discrimination, it applies only to larger employers with a certain number of employees. By contrast, the Connecticut Fair Employment Practices Act applies to all employers with at least one employee, ensuring that workers in even the smallest companies are protected. This is one of the ways that Connecticut’s laws go further than their federal counterparts.

In addition to the broader coverage, Connecticut’s law has been expanded in recent years to include protections for victims of domestic violence. Under these provisions, employers cannot discriminate against employees who are victims of domestic violence and must provide them with reasonable leave to seek medical care, counseling, or legal assistance. This expansion recognizes the unique challenges faced by domestic violence victims in the workplace and offers them greater protection under the law.

Under Connecticut law, employees only need to prove that a discriminatory reason prohibited by CFEPA was “a motivating factor” for the action taken by the employer.

What Should You Do If You Face Discrimination in the Workplace?

If you believe you have been the victim of workplace discrimination, it is essential to know your rights and understand the steps you can take to protect yourself. In Connecticut, employees who have experienced discrimination can file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO). This state agency is responsible for enforcing the anti-discrimination laws related to employment and ensuring that employers comply with state regulations.

Additionally, if your case involves a violation of federal laws like Title VII of the Civil Rights Act, you may also file a complaint with the Equal Employment Opportunity Commission (EEOC), which enforces federal anti-discrimination laws. By filing your case directly with the CHRO, you can also have your case filed with the federal EEOC. Since the law requires that claims of discrimination be filed within a certain time period of the act of discrimination, it is important to file claims promptly so that you do not lose any of your legal rights.

Taking legal action can feel overwhelming, especially when you are already dealing with the emotional toll of being discriminated against. However, you do not have to face this process alone. Speaking with an attorney who specializes in anti-discrimination employment laws can help you understand your options, navigate the legal process, and ensure that your rights are protected.

How Have Recent Changes Expanded Connecticut’s Anti-Discrimination Laws?

Recent updates to Connecticut’s anti-discrimination laws have further expanded the protections available to workers. One of the most significant changes involves the coverage of the Connecticut Fair Employment Practices Act, which now applies to all employers, regardless of size. Previously, only employers with three or more employees were subject to these laws. The expansion means that even small businesses and out-of-state employers with remote workers in Connecticut must comply with the Fair Employment Practices Act.

Moreover, the law now extends protection to victims of domestic violence, prohibiting discrimination based on an employee’s status as a victim. This includes allowing reasonable leave for victims to seek medical treatment, counseling, or legal assistance. Additionally, recent changes have broadened the definition of race to include characteristics like hair texture and protective hairstyles, as part of the Creating a Respectful and Open World for Natural Hair (CROWN) Act. These changes reflect Connecticut’s commitment to fostering a more inclusive and equitable workplace environment for all employees.

Madsen, Prestley & Parenteau, LLC; Your Advocates in Workplace Discrimination

At Madsen, Prestley & Parenteau, LLC, we recognize the courage it takes to confront workplace discrimination. Our team of experienced, compassionate, and knowledgeable attorneys is committed to guiding you through this complex legal process. We are dedicated to helping to secure remedies for individuals who have experienced illegal discrimination in the workplace, and to helping ensure that their voices are heard.

With a proven track record of successfully representing employees in discrimination cases, we understand the intricacies of Connecticut’s anti-discrimination laws and the challenges you may encounter. Whether you are considering your legal options or are ready to pursue your case in court, we are here to provide the support, guidance, and advocacy you need to protect your rights and achieve the justice you deserve.

Contact Madsen, Prestley & Parenteau, LLC to Protect Your Rights

Workplace discrimination is a serious issue, and no one should have to endure illegal treatment on the job. If you believe your rights under Connecticut’s anti-discrimination laws have been violated, the attorneys at Madsen, Prestley & Parenteau, LLC can help. Our team has extensive experience handling workplace discrimination cases and will work diligently to ensure that your rights are protected.
Don’t wait—call 860-246-2466 or contact us online for a consultation and take the first step toward protecting your career and your future.