The Core Employment Discrimination Statutes
Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., and the Connecticut Fair Employment Practices Act are the two primary statutes governing employment discrimination in Connecticut. Title VII applies to employers with fifteen or more employees and prohibits discrimination, harassment, and retaliation based on race, color, religion, sex, and national origin. CFEPA, CGS § 46a-51 et seq., applies to Connecticut employers with one or more employees and covers a broader set of protected classes, including age, ancestry, color, gender identity or expression, genetic information, learning disability, marital status, mental disability, national origin, physical disability, pregnancy, race, religious creed, sex, sexual orientation, and veteran status.
The statutes overlap but are not identical. CFEPA covers smaller employers, protects more categories, and places no statutory cap on compensatory damages, though punitive damages are not available under CFEPA following Tomick v. United Parcel Service, Inc., 324 Conn. 470 (2016). Title VII caps combined compensatory and punitive damages by employer size under 42 U.S.C. § 1981a, but it permits punitive damages where the employer acted with malice or reckless indifference to federally protected rights. Most claims that can be brought under Title VII can also be brought under CFEPA, and many cases assert both statutes.
Filing Deadline: 300 Days
CFEPA claims must be filed with the CHRO within 300 days of the discriminatory or retaliatory act under CGS § 46a-82. Federal Title VII claims must be filed with the EEOC within 300 days in states with a fair employment agency like Connecticut. Missing these deadlines forecloses otherwise viable claims.
For Employers
A discrimination or harassment complaint exposes an employer to back pay, front pay, compensatory damages, attorney's fees, and, on federal claims, punitive damages. Connecticut employers should not assume that a small workforce or an informal workplace insulates them from liability — CFEPA's one-employee threshold means nearly every Connecticut employer is covered.
I defend employers by evaluating the claim against the actual record, identifying gaps between the plaintiff's theory and the evidence, and moving for dismissal or summary judgment where the facts do not support an inference of discrimination. I also advise employers on preventive measures: anti-harassment and anti-discrimination policies, complaint procedures, training, and documentation practices that reduce exposure before a claim is filed.
For Employees
If you were terminated, demoted, denied a promotion, or subjected to a hostile work environment because of a protected characteristic, you may have claims under CFEPA, Title VII, or both. The first step is usually filing a charge with the CHRO or EEOC. The charge must identify the protected characteristic, the adverse action, and the facts supporting an inference of discrimination.
I evaluate whether the facts support a prima facie case, whether the employer's stated reason is pretextual, and which forum best fits the claim. I handle CHRO and EEOC charges, right-to-sue requests, and litigation in Connecticut Superior Court. Under CFEPA, a prevailing plaintiff may recover back pay, front pay, actual damages, attorney's fees, and equitable relief under CGS § 46a-104.