Connecticut
Connecticut Whistleblower Laws: Protections and How to Report
Independently fact-checked against primary sources (last audited August 20, 2026). · Reviewed by the RecordingLaw editorial team. · Law checked current as of August 20, 2026. · 1 primary source cited on this page. How we verify our legal content
Connecticut protects employees who report suspected legal violations through Conn. Gen. Stat. 31-51m, which prohibits employers from retaliating against workers who disclose violations to a public body. State employees receive additional protection under Conn. Gen. Stat. 4-61dd for reporting corruption or unethical practices to the Auditors of Public Accounts.
A Summary of Connecticut Whistleblower Laws
Employees in Connecticut can be relieved from work for any reason due to the practice of the employment-at-will doctrine. However, nowadays, there are exceptions to this doctrine, which make it illegal to discharge employees under certain circumstances. Exceptions to this doctrine constitute common law protections and statutory protections. Statutory protections are enacted by Connecticut's legislature and cover specific subject areas (e.g., workers' compensation), while common law protections cover cases that are not defined in the statutory protections.
This is a summary of Connecticut Whistleblower Laws, make sure to check out the Federal Whistleblower Laws as well.
Whistleblower Rights in Connecticut
Common Law Protections
Connecticut employees can be protected by the state's public policy, which is recognized as a remedy to the employment-at-will doctrine. This means employers are not allowed to discharge an employee for reasons that violate public policy. To determine if a dismissal of an employee violated public policy, Connecticut courts rely on constitutional and statutory laws that address similar cases. So, for example, if a statute endorses the right to collect workers' compensation, an employer who retaliates against an employee for exercising this right will be violating public policy.
Statutory Protections Connecticut
General Whistleblower Protection
Employers are not allowed to discharge or in any way discriminate against an employee in retaliation for:
- Reporting verbally or in writing a violation or suspected violation of federal law, state law, or any other law to a public body.
- Participating or intending to participate in an investigation, hearing, or inquiry hosted by a public body or court.
- Reporting child abuse and child neglect incidences.
Also, municipal employers are not allowed to discharge or in any way discriminate against an employee in retaliation for disclosing issues concerning unethical practices, mismanagement, or abuse of authority by the employer to a public body. Conn. Gen Stat. § 31-51m.
Disclosure of information to Auditors of Public Accounts
No state officer or employee, quasi-public agency officer or employee, officer or employee of a large state contractor, and no appointing authority are allowed to in any way discriminate against an employee in retaliation for disclosing information concerning corruption, violation of state laws or regulations, gross waste of funds or any other unethical practice to an employee of the Auditors of Public Accounts or the Attorney General, an employee of the state agency or quasi-public agency or an employee of a large state contractor. Conn. Gen. Stat. § 4-61dd.
Discrimination
It is against the law for an employer to discharge, alter terms of employment, or in any way discriminate against an employee or any individual because of the employee's or individual's race, color, religion, sex, age, gender, marital status, national origin, ancestry or disability. It is also against the law for an employer to in any way discriminate against an employee in retaliation for opposing discriminatory practices, filing a complaint, testifying, or participating in a proceeding regarding the state's discrimination law. Conn. Gen. Stat. § 46a-60.
Family and Medical Leave
It is illegal for an employer to discharge or in any way discriminate against an employee in retaliation for:
- Exercising rights under the Family and Medical Leave statute.
- Filing a charge or instituting a proceeding under this statute.
- Giving or intending to give information related to a proceeding or inquiry under this statute.
- Opposing practices that are deemed unlawful by this statute.
- Testifying or intending to testify in a proceeding or hearing related to this statute.
Conn. Gen Stat. § 31-51pp.
Minimum Wage
Employers are not allowed to discharge or in any way discriminate against an employee in retaliation for testifying or intending to testify in a proceeding under Connecticut's minimum wage laws. Conn. Gen. Stat. § 31-69.
Occupational Safety and Health
Employers are required to post and furnish to each employee a list of all carcinogenic substances that are produced or used in the manufacturing process, along with education and training on the dangers of exposure. Conn. Gen. Stat. § 31-40c. The companion sections that once allowed employees to complain about violations of those carcinogen requirements and barred retaliation for doing so, Conn. Gen. Stat. §§ 31-40d to 31-40f, were repealed effective June 27, 2023 by P.A. 23-117, so § 31-40c itself no longer carries an anti-retaliation provision.
A separate right-to-know law does still protect employees on chemical hazards: no employer may discharge or in any manner discriminate against an employee who exercises rights under Connecticut's toxic substances statutes, and any waiver of those rights is void as against public policy. Conn. Gen. Stat. § 31-40o (covering §§ 31-40j to 31-40p).
Workers' Compensation
No employer is allowed to discharge or in any way discriminate against an employee in retaliation for filing a workers' compensation claim or exercising his or her rights under this statute. Conn. Gen. Stat. § 31-290a.
Whistleblower Hotlines in Connecticut
To file a complaint under the discrimination statute, call the Connecticut Commission on Human Rights and Opportunities (CHRO) at 1-800-477-5737.
To file a complaint under the Family and Medical Leave statute, call the Connecticut Labor Commissioner at (860) 263-6000.
To file a complaint under the workers' compensation act, call the Connecticut Workers' Compensation Commission (WCC) at (860) 493-1500.
To file a complaint under the Disclosure of information to Auditors of Public Accounts statute, call the attorney general at 860-808-5318.
Whistleblower Retaliation Claims in Connecticut
Unless stated otherwise by a statute, whistleblowers are required to file a lawsuit within 3 years of the retaliation. Conn. Gen. Stat. § 52-577.
General Whistleblower Protection
Whistleblowers are allowed to file a lawsuit after exhausting administrative remedies. Lawsuits should be filed within 90 days of the final administrative determination or within 90 days of the retaliatory action, whichever is later. If you were fired for reporting a violation to a public body, get a free case evaluation from a Connecticut employment lawyer on the administrative steps and that 90-day window (attorney advertising).
Disclosure of information to Auditors of Public Accounts
Employees who suffer retaliation must file a complaint with the Chief Human Rights Referee not later than 90 days after learning of the specific incident that gave rise to the claim. Conn. Gen. Stat. § 4-61dd(e)(2)(A).
Discrimination
Complaints under this statute should be filed with the Connecticut Commission on Human Rights and Opportunities (CHRO) within 300 days of the alleged discriminatory or retaliatory act, for any act occurring on or after October 1, 2021. Conn. Gen. Stat. § 46a-82(f)(2). The older 180-day window in § 46a-82(f)(1) applies only to acts that occurred before that date.
Workers' Compensation
Employees who suffer retaliatory action due to exercising their rights under this statute can choose to file a lawsuit or file a complaint with the chairman of the Workers' Compensation Commission.
Retaliation and Violation Penalties in Connecticut
Remedies vary by statute. Under Connecticut's main whistleblower law, Conn. Gen. Stat. § 31-51m, recovery is statutorily limited to reinstatement, back wages, and reestablishment of benefits, plus court costs and reasonable attorney fees; the statute does not give a court discretion to award additional damages beyond those listed items.
Disclosure of information to Auditors of Public Accounts
In addition to compensations awarded to the employee by the court, a contractor may be liable to pay a civil penalty capped at $5000 for each violation and up to a maximum of 20% of the value of the contract.
Discrimination
Discrimination retaliation claims under Conn. Gen. Stat. § 46a-60 are enforced administratively through the Connecticut Commission on Human Rights and Opportunities, not through a criminal penalty. Available relief includes cease-and-desist orders, back pay, reinstatement, and other affirmative relief the CHRO or a court determines appropriate.
Minimum Wage
In addition to compensations awarded to the employee by the court, employers who retaliate against employees for exercising their rights under this statute may be liable to pay a fine ranging from $100 to $400. Employers who pay less than the minimum wage may be found guilty of a class D felony and may be liable to pay a fine ranging from $4000 to $10,000 for each violation if the total amount of unpaid wages owed to the employee is more than $2000. However, the amount of fine payable decreases with a decrease in the amount of total wages owed to the employee.
Click for an overview of Federal Whistleblower Laws .
More Connecticut Laws
Updates
Corrected Connecticut's whistleblower filing deadlines (90 days to the Chief Human Rights Referee for state employees, 300 days to CHRO for discrimination occurring on or after October 1, 2021) and removed workplace safety protections and a penalty that rested on statutes repealed in 2023.
Removed a criminal penalty (class A misdemeanor / class D felony) that had been misattributed to Connecticut's employment-discrimination retaliation statute, § 46a-60 — that penalty actually belongs to an unrelated hate-crime property-desecration statute, § 46a-58. Also corrected the general retaliation-remedies summary to reflect that recovery under the state's main whistleblower law, § 31-51m, is statutorily capped (reinstatement, back wages, benefits, attorney fees) rather than left to open-ended court discretion.
Independently fact-checked against the cited primary sources; governing law re-checked for recent changes
Corrected a KeyTakeaways bullet that presented a three-year filing window as the general rule; the article's own flagship statute, Conn. Gen. Stat. 31-51m, actually requires filing within 90 days after exhausting administrative remedies.
Governing law re-checked for recent changes
Reviewed and approved by an editor
The Law Behind This Article
This article rests on the statutory provisions below, held in our own legal record and retrieved from the official source. Tap a section to read the operative text.
Connecticut General Statutes, Title 31 (Labor), Chapter 557
§ 31-51mProtection of employee who discloses employer's illegal activities or unethical practices or reports a suspected incident of child abuse or neglect. Civil action.In forcecited in 4 of our articles
(a) As used in this section: (1) “Person” means one or more individuals, partnerships, associations, corporations, limited liability companies, business trusts, legal representatives or any organized group of persons; (2) “Employer” means a person engaged in business who has employees, including the state and any political subdivision of the state; (3) “Employee” means any person engaged in service to an employer in a business of his employer; (4) “Public body” means (A) any public agency, as defined in subdivision (1) of section 1-200, or any employee, member or officer thereof, or (B) any federal agency or any employee, member or officer thereof.
Official text (excerpt) · last checked 2026-09-09 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 104 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Schoonmaker v. Lawrence Brunoli, Inc. (Supreme Court of Connecticut 2003, 265 Conn. 210)“…gful discharge actions alleged that the defendants violated General Statutes §§ 31-51m, 9 31-51q 10 *220 and 31-69b. 11…”
- Campbell v. Town of Plymouth (Connecticut Appellate Court 2002, 74 Conn. App. 67)“…ent as to count one, which alleged wrongful discharge under General Statutes § 31-51m, and (3) denied the plaintiffs motion t…”
- Young v. City of Bridgeport (Connecticut Appellate Court 2012, 135 Conn. App. 699)“…nt alleging claims of retaliatory discharge in violation of General Statutes §§ 31-51m 2 and 31-51q. 3…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Connecticut Workplace Recording Laws: Employee Rights and Employer Rules (2026), Connecticut At-Will Employment Laws: Exceptions and Your Rights, Wrongful Termination in Connecticut (2026): Laws, Deadlines, How to File
§ 31-51ppFamily and medical leave: Prohibited acts, complaints, rights and remedies.In force
(a)(1) It shall be a violation of sections 5-248a, 31-49e to 31-49t, inclusive, and 31-51kk to 31-51qq, inclusive, for any employer to interfere with, restrain or deny the exercise of, or the attempt to exercise, any right provided under said sections. (2) It shall be a violation of sections 5-248a, 31-49e to 31-49t, inclusive, and 31-51kk to 31-51qq, inclusive, for any employer to discharge or cause to be discharged, or in any other manner discriminate, against any individual for opposing any practice made unlawful by said sections or because such employee has exercised the rights afforded to such employee under said sections.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 5 court opinions in our collectionLatest citing opinion in our collection: 2024
Opinions citing this section in our collection:
- Southern New England Telephone Co. v. Cashman (Supreme Court of Connecticut 2007, 283 Conn. 644)“…ority concludes that an employee’s right, as provided under General Statutes § 31-51pp (c) (1), 1 to use “up to two weeks of…”
- Bournival v. Bank of Boston, No. Cvwa 9708-1451 (Feb. 25, 1998) (Connecticut Superior Court 1998, 1998 Conn. Super. Ct. 1597)“…condition," as defined in General Statutes § 31-51kk (10). General Statutes § 31-51pp provides, inter alia, that it shall be…”
- Iosa v. Gentiva Health Services, Inc. (District Court, D. Connecticut 2004, 299 F. Supp. 2d 29)“…a discharge that was not a prohibited act enumerated under Conn. Gen.Stat. § 31-51pp, nor a violation of the leave policy un…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 31-40cInformation and notice requirements for employers using or producing carcinogens.In force
(a) As used in this section: (1) “Person” means one or more individuals, partnerships, associations, corporations, limited liability companies, business trusts, legal representatives or any organized group of persons. (2) “Employer” means a person engaged in business who has employees, including the state and any political subdivision thereof. (3) “Employee” means any person engaged in service to an employer in a business of his employer. (b) Each employer shall post a list of all carcinogenic substances, as described in sections 19a-329 and 19a-331, which he uses or produces in the manufacture of any item, product or material, or which he uses or produces for purposes of research, experimentation or treatment. Such list shall be readily available for viewing by the employees. Such list shall be updated to reflect any changes to sections 19a-329 and 19a-331 within ninety days of the effective date of such changes.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 2 court opinions in our collectionLatest citing opinion in our collection: 2015
Opinions citing this section in our collection:
- Parsons v. United Technologies Corp. (Supreme Court of Connecticut 1997, 243 Conn. 66)“…y, lighting and heating facilities for railroad employees); General Statutes § 31-40c (setting forth safety procedures for ca…”
- Varley v. First Student, Inc. (Connecticut Appellate Court 2015)“…person engaged in business who has employees . . . .’’ See General Statutes §§ 31-40c (a) (2); 31-40j (2); 31-40q (a) (2); 31…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
§ 31-40oDiscrimination prohibited. Waiver of rights void.In force
(a) No employer shall discharge, or cause to be discharged, or in any manner discriminate against any employee who exercises the rights afforded to him pursuant to the provisions of sections 31-40j to 31-40p, inclusive, nor shall any pay, position, seniority or other benefits to which the employee may be entitled be lost because the employee exercised the rights provided by said sections. (b) Any waiver by an employee or applicant for employment of the benefits or requirements of the provisions of sections 31-40j to 31-40p, inclusive, shall be against public policy and shall be null and void. Any employer's request or requirement that an employee waive any rights provided under said sections as a condition of employment shall constitute an act of discrimination, for purposes of this section.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Connecticut General Statutes, Title 04 (Management of State Agencies), Chapter 48
§ 4-61ddWhistle-blowing. Disclosure of information to Auditors of Public Accounts. Investigation by Attorney General. Rejection of complaint. Complaints re retaliatory personnel actions. Report to General Assembly. Large state contractors. Posting of notice. Definitions. State shellfish grounds lessees.In force
(a) Any person having knowledge of any matter involving (1) corruption, unethical practices, violation of state laws or regulations, mismanagement, gross waste of funds, abuse of authority or danger to the public safety occurring in any state department or agency, any quasi-public agency, as defined in section 1-120, or any Probate Court, (2) corruption, violation of state or federal laws or regulations, gross waste of funds, abuse of authority or danger to the public safety occurring in any large state contract, or (3) corruption by an entity receiving financial assistance pursuant to title 32 that has failed to meet its contractual obligations or has failed to satisfy any condition regarding such financial assistance, may transmit all facts and information in such person's possession concerning such matter to the Auditors of Public Accounts. The Auditors of Public Accounts shall review such matter and report their findings and any recommendations to the Attorney General.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 9 court opinions in our collectionLatest citing opinion in our collection: 2025
Opinions citing this section in our collection:
- Hartford County Sheriffs Department Communities Charities Ass'n v. Blumenthal (Connecticut Superior Court 2001, 47 Conn. Super. Ct. 447)“…subpoenas pursuant to the investigatory powers provided in General Statutes § 4-61dd. 1 Section 4-61dd has been…”
- Dept. of Pubic Health v. Estrada (Connecticut Appellate Court 2022)“…ada made a protected whistleblower disclosure pur- suant to General Statutes § 4-61dd. Thereafter, the Superior Court sustain…”
- Aronow v. Freedom of Information Commission (Connecticut Appellate Court 2019, 189 Conn. App. 842)“…istleblower complaint against the health center pursuant to General Statutes § 4-61dd, the plaintiff alleged, inter alia, tha…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Connecticut General Statutes, Title 46a (Human Rights), Chapter 814c
§ 46a-60(Formerly Sec. 31-126). Discriminatory employment practices prohibited.In forcecited in 3 of our articles
(a) As used in this section: (1) “Pregnancy” means pregnancy, childbirth or a related condition, including, but not limited to, lactation; (2) “Reasonable accommodation” means, but is not limited to, being permitted to sit while working, more frequent or longer breaks, periodic rest, assistance with manual labor, job restructuring, light duty assignments, modified work schedules, temporary transfers to less strenuous or hazardous work, time off to recover from childbirth or break time and appropriate facilities for expressing breast milk; and (3) “Undue hardship” means an action requiring significant difficulty or expense when considered in light of factors such as (A) the nature and cost of the accommodation; (B) the overall financial resources of the employer; (C) the overall size of the business of the employer with respect to the number of employees, and the number, type and location of its facilities; and (D) the effect on expenses and resources or the impact otherwise of such accommodation upon the operation of the employer.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 716 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Perodeau v. City of Hartford (Supreme Court of Connecticut 2002, 259 Conn. 729)“…731 to General Statutes § 51-199b (d), 1 are: (1) whether General Statutes § 46a-60 (a) (1) 2 imposes civil liability agai…”
- Bridgeport Hospital v. Commission on Human Rights & Opportunities (Supreme Court of Connecticut 1995, 232 Conn. 91)“…r emotional distress and attorney’s fees for a violation of General Statutes § 46a-60 (a) (l). 2 We conclude that it does n…”
- Levy v. Commission on Human Rights & Opportunities (Supreme Court of Connecticut 1996, 236 Conn. 96)“…etardation, and learning disability or physical disability. General Statutes § 46a-60 (a) (1). Additionally, state law protec…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Connecticut Workplace Harassment Laws: 1-Employee Rule, 300 Days
§ 46a-82(Formerly Sec. 31-127). Complaint: Filing.In forcecited in 2 of our articles
(a) Any person claiming to be aggrieved by an alleged discriminatory practice, except for an alleged violation of section 4a-60g or 46a-68 or the provisions of sections 46a-68c to 46a-68f, inclusive, may, by himself or herself or by such person's attorney, file with the commission a complaint in writing under oath, except that a complaint that alleges a violation of section 46a-64c need not be notarized. The complaint shall state the name and address of the person alleged to have committed the discriminatory practice, provide a short and plain statement of the allegations upon which the claim is based and contain such other information as may be required by the commission. The commission whenever it has reason to believe that a person who is named as party to a discriminatory practice complaint has engaged or is engaged in conduct that constitutes a violation of part VI, of chapter 952, may refer such matter to the Office of the Chief State's Attorney and said office shall conduct a further investigation as deemed necessary.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 145 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Bridgeport Hospital v. Commission on Human Rights & Opportunities (Supreme Court of Connecticut 1995, 232 Conn. 91)“…7, 1986, the complainant, Susan Frederick, pursuant to *94 General Statutes § 46a-82, 3 filed a complaint with the defendan…”
- Williams v. Commission On Human Rights & Opportunities (Supreme Court of Connecticut 2001, 257 Conn. 258)“…its opinion and its conclusion that the time limitation in General Statutes § 46a-82 (e) is not subject matter jurisdictiona…”
- Rogers v. Commission on Human Rights & Opportunities (Supreme Court of Connecticut 1985, 195 Conn. 543)“…ppointment to file a formal complaint with that agency. See General Statutes § 46a-82 (a). 3 Although an appointment was ini…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Connecticut General Statutes, Title 31 (Labor), Chapter 568
§ 31-290aDischarge, discipline or discrimination prohibited. Misinformation or dissuasion prohibited. Right of action.In forcecited in 4 of our articles
(a) No employer who is subject to the provisions of this chapter shall: (1) Discharge or cause to be discharged, or in any manner discipline or discriminate against any employee because the employee has filed a claim for workers' compensation benefits or otherwise exercised the rights afforded to him pursuant to the provisions of this chapter, or (2) deliberately misinform or deliberately dissuade an employee from filing a claim for workers' compensation benefits or, on or after October 1, 2021, a claim for payment of benefits from the Connecticut Essential Workers COVID-19 Assistance Fund.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 195 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Ford v. Blue Cross & Blue Shield of Connecticut, Inc. (Supreme Court of Connecticut 1990, 216 Conn. 40)“…ns of proof in an action brought by an employee pursuant to General Statutes § 31-290a, 1 alleging wrongful termination of em…”
- Genovese v. Gallo Wine Merchants, Inc. (Supreme Court of Connecticut 1993, 226 Conn. 475)“…tory cause of action for retaliatory discharge, pursuant to General Statutes § 31-290a, 1 is precluded by virtue of the doctr…”
- Sorrentino v. All Seasons Services, Inc. (Supreme Court of Connecticut 1998, 245 Conn. 756)“…damages for a retaliatory discharge by his or her employer. General Statutes § 31-290a. 1 In this appeal, the principal issue…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Connecticut Punitive Damages Laws: Limits, Proof and Statutes (2026)
Connecticut General Statutes, Title 31 (Labor), Chapter 558
§ 31-69Penalty.In force
(a) Any employer or his agent, or the officer or agent of any corporation, who discharges or in any other manner discriminates against any employee because such employee has testified or is about to testify in any investigation or proceeding under or related to this part, or because such employer believes that such employee may testify in any investigation or proceeding under this part, shall be fined not less than one hundred dollars nor more than four hundred dollars. (b) Any employer or the officer or agent of any corporation who pays or agrees to pay to any employee less than the rates applicable to such employee under the provisions of this part or a minimum fair wage order shall be: (1) Guilty of a class D felony, except that such employer, officer or agent shall be fined not less than four thousand nor more than ten thousand dollars for each offense if the total amount of all unpaid wages owed to an employee is more than two thousand dollars; (2) fined not less than two thousand nor more than four thousand dollars or imprisoned not more than one year, or both, for each offense if the total amount of all unpaid wages owed to an employee is more than one thousand dollars but…
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 2 court opinions in our collectionLatest citing opinion in our collection: 1994
Opinions citing this section in our collection:
- Electrical Contractors, Inc. v. Tianti (Supreme Court of Connecticut 1992, 223 Conn. 573)“…General Statutes § 31-59 and the enforcement provisions of General Statutes § 31-69 impliedly incorporate the overtime prov…”
- Lund v. Stern Company, Inc., No. Cv 94-0463413s (Nov. 3, 1994) (Connecticut Superior Court 1994, 1994 Conn. Super. Ct. 11101)“…ct, wilful breach of an employment contract, a violation of Conn. Gen. Stat. § 31-69 , a violation of Conn. Gen. Stat. § 31…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Connecticut General Statutes, Title 52 (Civil Actions), Chapter 926
§ 52-577Action founded upon a tort.In forcecited in 4 of our articles
No action founded upon a tort shall be brought but within three years from the date of the act or omission complained of.
Official text (excerpt) · last checked 2026-07-29 · Read the full text in our law library · Verify at cga.ct.gov
Cited in 777 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Doty v. Mucci (Supreme Court of Connecticut 1996, 238 Conn. 800)“…ed by the applicable statute of limitations, namely, either General Statutes § 52-577 or General Statutes § 52-584. 3 Subseq…”
- S.M.S. Textile Mills, Inc. v. Brown, Jacobson, Tillinghast, Lahan & King, P.C. (Connecticut Appellate Court 1993, 32 Conn. App. 786)“…ticut’s three year statute of limitations for tort actions, General Statutes § 52-577. 1 “Summary judgment must be rendere…”
- Rivera v. Double A Transportation, Inc. (Supreme Court of Connecticut 1999, 248 Conn. 21)“…ined “bodily injuries,” the three year limitation period of General Statutes § 52-577 4 should control. The trial court gran…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Connecticut Dog Bite Laws: Liability and Victim Rights, Connecticut Scam and Fraud Laws: Where to Report and CUTPA (2026), Connecticut Statute of Limitations: Filing Deadlines by Case Type
Sources and References
- Conn. Gen. Stat. § 31-51m: protection of employee who discloses employer's illegal activities or unethical practices(cga.ct.gov).gov
- Conn. Gen. Stat. § 46a-60 — Discriminatory employment practices prohibited(law.justia.com)
- Conn. Gen. Stat. § 31-51m — Protection of employee who discloses employer's illegal activities; damages limited(law.justia.com)
- Conn. Gen. Stat. 4-61dd: disclosure of information to the Auditors of Public Accounts; retaliation complaint to the Chief Human Rights Referee not later than 90 days after learning of the incident; contractor civil penalty(cga.ct.gov)
- Conn. Gen. Stat. 46a-82(f): CHRO complaint filing deadline, 300 days for acts of discrimination occurring on or after October 1, 2021(cga.ct.gov)
- Conn. Gen. Stat. 31-40c (carcinogen information and notice duties) and the repeal of 31-40d to 31-40f effective June 27, 2023 (P.A. 23-117, S. 10)(cga.ct.gov)
- Conn. Gen. Stat. 31-40o: discrimination prohibited against employees who exercise toxic substance right-to-know rights under 31-40j to 31-40p(cga.ct.gov)
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