Connecticut Maternity and Pregnancy: What you need to know

The Connecticut Fair Employment Practices Law prohibits employment practices that discriminate on the basis of sex, including pregnancy, childbirth, and related medical conditions (CT Gen. Stat. Sec. 46a-60 et seq.).
As a general rule, employers must treat pregnancy-related conditions the same as they treat other types of temporary disabilities for all employment-related purposes, including leave and other benefits. The Law covers employers of three employees or more, as well as labor organizations and employment agencies. More information is available.
Right to reasonable leave. Employees have a right to a reasonable leave of absence for disability resulting from pregnancy. Employees taking this leave must be restored to their original job or to an equivalent position with equivalent pay and accumulated seniority, retirement, fringe benefits, and other service credits when they signify their intent to return to work. Employers may charge time lost because of pregnancy-related disability against employees' Family and Medical Leave Act (FMLA) entitlements
Other rights. Employers may not terminate a woman’s employment due to her pregnancy, nor may an employer deny a pregnant employee who is disabled by pregnancy any compensation to which she is entitled to under the employer’s disability or leave benefits plans (CT Gen. Stat. Sec. 46a-60).
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Any employee may, at her discretion, express breast milk or breastfeed on-site at her workplace during her meal or break period. Employers must make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a toilet stall, where the employee can express her milk in private.
An employer must not discriminate ...

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