Advocating for You in Connecticut Wrongful Termination Cases

Simply put, wrongful termination is being fired for an illegal reason.

Although most employees in Connecticut are employed as at-will employees, no employer is permitted to terminate your employment for a reason that violates the law.

If you feel you have been wrongfully terminated, you should have a skilled wrongful termination lawyer on your side. At Madsen, Prestley & Parenteau, LLC, we have been advocating for wrongfully-terminated employees throughout Connecticut for more than 20 years. Contact us to schedule a consultation.

At-Will Employment and Wrongful Termination in Connecticut

In virtually every U.S. state, including Connecticut, at-will employment is the presumed relationship between employer and employee. Under this arrangement, your employer can terminate you for any reason or no reason at all, but not for a reason which violates the law. There are various reasons that an employer is not permitted to use as a basis to terminate an employee, including:


Federal laws, as well as laws in Connecticut, identify various characteristics or classes which are protected and which an employer is not permitted from using as the basis for discriminatory treatment. For instance, under these laws, you cannot be fired because of your race, national origin, religion, age, disability, sex, gender, sexual orientation or gender identification, military service, pregnancy, or genetic information.

You also cannot be terminated from your employment because you have taken, or attempted to take, medical leave under the Family Medical Leave Act, or because you need reasonable accommodation for a qualifying disability. You also cannot be fired for filing a complaint with the Equal Employment Opportunity Commission (EEOC), for requesting reasonable accommodations for a disability or religious practice, or for opposing harassment based on a protected characteristic with your employer.

Breach of Contract

If you have a contract with your employer that makes a promise, and you are terminated in violation of that promise, the contract is said to be breached. An express employment contract is one in which all terms are spelled out, including duties, compensation, and benefits. An implied contract is also valid and recognized by Connecticut, and is often based on employee handbook information or a letter extending an offer of employment.


Many laws prohibit retaliation against employees who engage in certain activities that are protected under the law. For instance, it is illegal for an employer to terminate your employment because you opposed or complained about discrimination based on a protected characteristic, complained about sexual harassment, or “blew the whistle” on an illegal practice by your employer.

Violation of Public Policy

Connecticut law also prohibits employers from terminating employees for reasons that violate important public policies. Examples of these types of claims can include situations where employees expressed opposition to an employer’s fraudulent practices or practices in violation of a statute or regulation. Another example is where the employee refused to do something illegal as part of their employment, and they were terminated because of that refusal.

Time Limits on Filing a Wrongful Termination Claim

There are deadlines to file claims for wrongful termination. Therefore, if you have been or feel you have been wrongfully terminated, do not delay in getting help from a Connecticut wrongful termination lawyer.

Work with an Experienced Connecticut Wrongful Termination Lawyer

If you feel that your rights have been violated by your employer, it is important to contact an attorney at once to ensure that your rights are adequately protected. If you don’t make a claim about your employer’s unlawful conduct within the time allowed by law, you can lose your right to do so.

Find out how our wrongful termination lawyers can help you get justice and compensation for your wrongful termination case. Call us at (860) 246-2466 or contact us online to schedule a confidential consultation.