Connecticut Hiring laws & compensation compliance analysis

Connecticut Hiring: What you need to know

The Connecticut Fair Employment Practices Act prohibits employers from discriminating against applicants or employees based on age, race, color, religious creed, sex, gender identity or expression, sexual orientation, marital status, national origin, ancestry, genetic information, status as a veteran, present or past history of mental disorder, intellectual disability, learning disability, or physical disability, including, but not limited to, blindness, unless a bona fide occupational qualification (BFOQ) applies (CT Gen. Stat. Sec. 46a-51 et seq. and Sec. 46a-81c). The law covers employers with three or more employees. Details on this and other Connecticut civil rights laws are available.
Pregnancy or family responsibilities. It is unlawful for an employer to request or require information from an applicant relating to the person's childbearing age or plans, pregnancy, function of the person's reproductive system, use of birth control methods, or familial responsibilities, unless there is a BFOQ or need. Employers may, however, request through a physician any information that is directly related to workplace exposure to substances that may cause birth defects or constitute a hazard to a person's reproductive system or to a fetus if the employer first informs the applicant of the hazards.
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Genetic testing. The Act specifically prohibits employers from:
• Requesting or requiring genetic information from an applicant for employment, or
• Discriminating against any person based on genetic information.
Under the Act, "genetic information" means the information about genes, gene products, or inherited characteristics that may derive from an individual or a family member (CT Gen. Stat. Sec. 46a-60(11)).

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