Wrongful Termination in Connecticut (2026): Laws, Deadlines, How to File

Connecticut is an employment-at-will state, so a firing is wrongful only when it breaks a specific law or agreement. The main state law is the Connecticut Fair Employment Practices Act, under which Conn. Gen. Stat. 46a-60 makes it unlawful to discharge an employee because of a protected characteristic, and it covers employers with as few as one employee. Connecticut also recognizes a tort claim for a firing that contravenes a clear mandate of public policy, under Sheets v. Teddy's Frosted Foods, Inc. (1980), and has statutes protecting whistleblowers, injured workers, jurors and employees who exercise free-speech rights.

A discrimination complaint goes first to the Commission on Human Rights and Opportunities (CHRO), within 300 days. To compare other states, see our guide to wrongful termination laws by state.

Information last verified on October 10, 2026. This article has not been reviewed by a licensed lawyer.

Jurisdiction scope: This article covers Connecticut law on firing employees: the Connecticut Fair Employment Practices Act (Conn. Gen. Stat. chapter 814c, including 46a-60, 46a-81c, 46a-82, 46a-100, 46a-101 and 46a-104), the public-policy and implied-contract exceptions recognized by the Connecticut Supreme Court, and Connecticut statutes on whistleblowing, workers' compensation, free speech, jury service and personnel files, with short notes on the federal laws that also apply. The federal rules in full are on our wrongful termination laws by state guide. It does not cover severance agreements; see Connecticut severance pay laws.

Connecticut statute text on this page comes from the General Statutes revised to January 1, 2025 and the 2026 Supplement. Public Act 26-15, effective October 1, 2026, added that an employer's use of an automated employment-related decision technology is not a defense to a discrimination complaint under 46a-60 and 46a-81c.

Is Connecticut an at-will state?

Yes, absent a contract. Connecticut has no statutory just-cause rule; the Connecticut Supreme Court and the legislature have created specific exceptions. For how the doctrine works day to day, see Connecticut at-will employment laws.

Grounds for a wrongful termination claim in Connecticut

Discrimination under the Connecticut Fair Employment Practices Act

Conn. Gen. Stat. 46a-60(b)(1) makes it a discriminatory practice for an employer to discharge an individual because of the individual's "race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, present or past history of mental disability, intellectual disability, learning disability, physical disability, including, but not limited to, blindness, status as a veteran, status as a victim of domestic violence, status as a victim of sexual assault or status as a victim of trafficking in persons." A companion section, 46a-81c, adds "sexual orientation or civil union status." Under 46a-60(a), pregnancy includes lactation, and employers have reasonable accommodation duties.

Who is covered. Under 46a-51(10), "employer" includes the state and all political subdivisions "and means any person or employer with one or more persons in such person's or employer's employ." That is far broader than federal law: Title VII and the ADA apply to employers with 15 or more employees, and the federal age law to employers with 20 or more (42 U.S.C. 2000e(b); 42 U.S.C. 12111(5); 29 U.S.C. 630(b)).

Retaliation. Under 46a-60(b)(4), it is also a discriminatory practice "to discharge, expel or otherwise discriminate against any person because such person has opposed any discriminatory employment practice or because such person has filed a complaint or testified or assisted in any proceeding" before the CHRO.

Firing in violation of public policy (Sheets v. Teddy's Frosted Foods)

In Sheets v. Teddy's Frosted Foods, Inc., 179 Conn. 471 (1980), the Connecticut Supreme Court considered "whether to recognize an exception to the traditional rules governing employment at will so as to permit a cause of action for wrongful discharge where the discharge contravenes a clear mandate of public policy." The employee alleged he was fired for insisting that the company comply with food-labeling law, and the court held that he stated a claim, requiring "some important violation of public policy."

In Magnan v. Anaconda Industries, Inc., 193 Conn. 558 (1984), the court confirmed that a majority of courts, including the Connecticut Supreme Court, "have also approved a common law cause of action in tort for discharges 'where the discharge contravenes a clear mandate of public policy.'" Our research did not establish whether the claim is limited to policies found in statutes or the constitution.

Deadline. Connecticut's general tort statute, Conn. Gen. Stat. 52-577, provides that "No action founded upon a tort shall be brought but within three years from the date of the act or omission complained of." Our research found no Connecticut decision applying it to a Sheets claim specifically, so get advice promptly.

Implied contracts and handbooks (Torosyan)

In Torosyan v. Boehringer Ingelheim Pharmaceuticals, Inc., 234 Conn. 1 (1995), the trial court found that, because of representations made in preemployment interviews and in an employee manual given to the employee on his first day, there was an implied contract that his employment could be terminated only for cause. The Connecticut Supreme Court rejected the employer's challenges to that finding and affirmed judgment for the employee on the implied-contract count. Our research did not cover how Connecticut courts treat handbook disclaimers.

Good faith and fair dealing. In Magnan, the employee argued that the covenant of good faith and fair dealing applies whenever an employee is fired without just cause. The court said that argument "would write into every hiring of indefinite duration" a just-cause requirement, and wrote that "the position we adopt lies somewhere between those of the parties." The court held that the covenant does not turn an at-will job into one terminable only for just cause; the employee in Magnan could prevail on it only if his discharge involved a violation of public policy.

Whistleblowing (Conn. Gen. Stat. 31-51m)

Connecticut's whistleblower statute covers private employers as well as the state. Under 31-51m(b), no employer may "discharge, discipline or otherwise penalize any employee because" the employee, or someone acting for the employee, reports "a violation or a suspected violation of any state or federal law or regulation or any municipal ordinance or regulation to a public body," is asked by a public body to take part in an investigation, hearing or inquiry, or reports suspected child abuse or neglect. Reports the employee knows are false are not protected.

After exhausting administrative remedies, the employee may sue "within ninety days of the date of the final administrative determination or within ninety days of such violation, whichever is later" (31-51m(c)). Recovery is limited to reinstatement, back wages and reestablishment of benefits, and the court may award costs and attorney's fees to the prevailing party. For more, see Connecticut whistleblower laws.

Workers' compensation retaliation (Conn. Gen. Stat. 31-290a)

Under 31-290a(a), no employer may discharge, discipline or discriminate against an employee "because the employee has filed a claim for workers' compensation benefits or otherwise exercised the rights afforded to him." The employee may either sue in superior court for reinstatement, back wages, reestablishment of benefits "and any other damages caused by such discrimination or discharge," with possible punitive damages and mandatory attorney's fees and costs for a prevailing employee, or file a complaint with the chairperson of the Workers' Compensation Commission (31-290a(b)).

The section also bars deliberately misinforming or dissuading an employee from filing a claim (31-290a(a)(2)). Section 31-290a does not state a filing deadline for either route, and our research did not locate a court decision setting one, so act promptly. For the benefits side, see Connecticut workers' compensation laws.

Free speech and captive-audience meetings (Conn. Gen. Stat. 31-51q)

Under 31-51q(b), an employer that disciplines or discharges an employee, or threatens to, for exercising rights guaranteed by the First Amendment or by sections 3, 4 or 14 of article first of the Connecticut Constitution is liable for damages, "including punitive damages, and for reasonable attorney's fees." The protection applies only if the activity "does not substantially or materially interfere with the employee's bona fide job performance or the working relationship." The section also covers an employee's refusal to attend employer meetings about religious or political opinions.

Jury service (Conn. Gen. Stat. 51-247a)

An employer "shall not deprive an employee of his or her employment, or threaten or otherwise coerce the employee" because the employee receives a jury summons, responds to it or serves as a juror (51-247a(a)). Within 90 days of the discharge, the employee may sue for lost wages and reinstatement; damages "shall not exceed lost wages for ten weeks," and a prevailing employee recovers attorney's fees (51-247a(d)). A violation is also punishable as criminal contempt, with a fine of up to $500 or up to 30 days (51-247a(c)).

Family and medical leave (Conn. Gen. Stat. 31-51pp)

Connecticut bars an employer from firing an employee for using rights under the state family and medical leave law or the paid leave program, or for opposing a practice those laws prohibit (31-51pp(a), (b)). The employee files a complaint with the Labor Commissioner within 180 calendar days of the employer's action, unless good cause exists for a late filing; if the commissioner releases jurisdiction, a lawsuit must follow within 90 calendar days (31-51pp(d)).

Paid sick leave

Connecticut's paid sick leave law is phasing in by employer size: under 31-57s, leave accrues for employers with 25 or more employees from January 1, 2025, 11 or more from January 1, 2026, and one or more from January 1, 2027. Section 31-57v bars retaliation for requesting or using paid sick leave or for filing a complaint about it. The remedy is a complaint to the Labor Commissioner, who may order reinstatement, back wages and restored benefits and impose a $500 civil penalty per violation; the section sets no filing deadline, so file promptly.

Wrongful termination deadlines in Connecticut

Older acts. For acts before October 1, 2021, 46a-82(f)(1) generally allowed 180 days, with 300 days for certain acts between October 1, 2019 and September 30, 2021.

The EEOC deadline in Connecticut. The EEOC's Boston Area Office and New York District Office both say an individual has 300 days from the date of alleged harm to file a charge against a Connecticut employer with 15 or more employees, and 300 days for age against an employer with 20 or more. A complaint against an employer of any size can be filed with the CHRO within 300 days (Conn. Gen. Stat. 46a-82(f)(2)).

Where to file in Connecticut

• Discrimination and retaliation under the Act: the Commission on Human Rights and Opportunities (CHRO), within 300 days (46a-82). Our research did not open the CHRO's own intake page.
• Federal claims: the EEOC, through the EEOC Public Portal or by phone at 1-800-669-4000 when a deadline is near.
• Workers' compensation retaliation: superior court or the chairperson of the Workers' Compensation Commission (31-290a(b)).
• Public-policy, implied-contract, free-speech and jury-service claims: superior court.

Getting a release to sue

"No action may be brought" under the Act "unless the complainant has received a release from the commission" (46a-101(a)). The complainant may request a release once the complaint has been pending 180 days or after a case assessment review, whichever is earlier; an expedited case assessment is available on request before 180 days (46a-101(b)). The executive director must grant the release within ten business days of the request, unless the case is scheduled for a public hearing or resolution within 30 days is likely (46a-101(c)).

The lawsuit must then be filed within 90 days of receiving the release (46a-101(e)), in the superior court for the judicial district where the practice occurred, where the employer does business, or where the employee lives (46a-100). The lawsuit must also be brought within two years of the date the CHRO complaint was filed (46a-102), so a release requested late in a long CHRO case can leave less than 90 days.

What a court can award in Connecticut

Under 46a-104, the court "may grant a complainant in an action brought in accordance with section 46a-100 such legal and equitable relief which it deems appropriate including, but not limited to, temporary or permanent injunctive relief, punitive damages, attorney's fees and court costs." Attorney's fees are not tied to the amount of damages requested or awarded. The section, as we read it, states no cap.

Other claims carry their own remedies: reinstatement, back wages and benefits only under 31-51m; damages including punitive damages under 31-290a and 31-51q; up to ten weeks of lost wages under 51-247a.

Federal Title VII and ADA claims cap combined compensatory and punitive damages at $50,000 to $300,000 depending on employer size, with back pay outside the cap (42 U.S.C. 1981a(b)(3)). The wrongful termination guide lists the tiers.

Termination notices and personnel files

Connecticut employers must "immediately provide an employee with a copy of any documented notice of that employee's termination of employment," and must give a copy of any documented disciplinary action within one business day (31-128b(c)). The statute requires a copy of a documented notice; it does not, in the text we reviewed, require the employer to give a reason on request.

A former employee may inspect and copy his or her personnel file by written request received not later than one year after the termination. The employer must allow inspection within ten business days at a mutually agreed location, or, if no location can be agreed, may mail a copy (31-128b(b)). Employers that keep personnel files must keep each one for at least one year after termination (31-128b(a)), and 31-128f limits disclosure to outsiders without written authorization, apart from verifying dates of employment, title and pay.

Our research did not cover a Connecticut test for constructive discharge (quitting because conditions became intolerable).

Practical steps after a firing in Connecticut

Write down the date you were fired, who told you, the reason given, and any complaint, report, injury claim or jury summons involved, and keep the termination notice and any handbook or offer letter. A written request for your personnel file under 31-128b must arrive within one year. The deadline to watch for a discrimination claim is 300 days for the CHRO complaint. For your last wages, see Connecticut final paycheck laws.

If the employer offers money for a release, read it before signing: a release can give up the claims described here. Our Connecticut severance pay laws page covers those agreements, and the wrongful termination guide has more on preparing for a claim.

Pending bills

• SB 355 (2026), An Act Concerning Limitations on the Use of Nondisclosure Agreements: would limit employment nondisclosure agreements. The bill status page lists its last action on April 13, 2026, "Favorable Report, Tabled for the Calendar, Senate," and shows no passage or Public Act. Not law as of that page.
• SB 1035 (2025): an earlier bill with the same title, which would have amended 46a-60. Its last listed action was May 13, 2025, tabled for the Senate calendar, with no passage shown.

Related

• Wrongful termination laws by state
• Connecticut at-will employment laws
• Connecticut whistleblower laws
• Connecticut workers' compensation laws
• Connecticut severance pay laws

Disclaimer: This article provides general legal information about Connecticut wrongful termination law (the Connecticut Fair Employment Practices Act, the Sheets and Torosyan exceptions to at-will employment, and Conn. Gen. Stat. 31-51m, 31-290a, 31-51q, 51-247a and 31-128b) and the federal laws that apply in Connecticut. It is not legal advice. The information was verified on October 10, 2026. For advice about your situation, contact the Commission on Human Rights and Opportunities, the EEOC, a legal aid office or a lawyer licensed in Connecticut.

Last updated: October 10, 2026.

Frequently Asked Questions

Can I sue for wrongful termination in Connecticut?

Only when the firing broke a specific law or agreement, such as the Connecticut Fair Employment Practices Act, a retaliation statute like 31-51m or 31-290a, an implied contract, or a clear mandate of public policy under Sheets v. Teddy's Frosted Foods (1980).

How long do I have to file a CHRO complaint in Connecticut?

300 days after the alleged act of discrimination, for acts on or after October 1, 2021 (Conn. Gen. Stat. 46a-82(f)(2)).

What is a CHRO release of jurisdiction?

It is the permission you need before suing under the Act (46a-101(a)). You may request it once the complaint has been pending 180 days or after case assessment review, whichever is earlier, and you must sue within 90 days of receiving it and within two years of filing the CHRO complaint (46a-102).

Does Connecticut discrimination law cover small employers?

Yes. Conn. Gen. Stat. 46a-51(10) defines an employer as any person or employer with one or more persons in its employ, including the state and its political subdivisions.

What is the EEOC deadline in Connecticut?

The EEOC's Boston and New York offices both say 300 days from the date of alleged harm for employers with 15 or more employees (20 or more for age).

Can I get punitive damages for discrimination in Connecticut?

Conn. Gen. Stat. 46a-104 lets the court grant legal and equitable relief including punitive damages, attorney's fees and court costs, and the section as we read it states no cap.

Am I protected if I report my employer to the government in Connecticut?

Conn. Gen. Stat. 31-51m bars firing an employee for reporting a violation or suspected violation of law to a public body, and allows a suit for reinstatement and back wages and benefits within 90 days of the final administrative determination or the violation, whichever is later.

Can I get my personnel file after being fired in Connecticut?

Yes, if you send a written request within one year after the termination; the employer must allow inspection within ten business days at a mutually agreed location, or may mail a copy if no location can be agreed (Conn. Gen. Stat. 31-128b(b)).