The Connecticut Fair Employment Practices Act (CFEPA) 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.
Specifically, the law prohibits employers from:
• Terminating a woman’s employment because of her pregnancy;
• Refusing to grant an employee a reasonable leave of absence for disability resulting from her pregnancy;
• Denying an employee, who is disabled as a result of pregnancy, any compensation to which she is entitled as a result of the accumulation of disability or leave benefits accrued pursuant to plans maintained by the employer; and
• Failing or refusing to reinstate an employee to her original job or an equivalent position with equivalent pay, accumulated seniority, retirement, fringe benefits, and other service credits (unless the employer’s circumstances have changed so as to make it unreasonable or impossible to do so).
Additionally, effective October 1, 2017, Connecticut’s Act Concerning Pregnant Women in the Workplace expanded CFEPA’s existing protections against discrimination to specify that discriminatory practices also include:
• Limiting, segregating, or classifying an employee in a way that would deprive her of employment opportunities because of her pregnancy;
• Discriminating on the basis of an employee or applicant’s pregnancy in the terms or conditions of her employment;
• Failing or refusing to accommodate a current employee or applicant during her pregnancy, except ...