Connecticut Pre-Employment Inquiries (Interviewing) laws & HR compliance analysis

Connecticut Pre-Employment Inquiries (Interviewing): What you need to know

The Connecticut Fair Employment Practices Act does not specifically mention preemployment inquiries but does prohibit employers from discriminating against applicants or employees based on race, color, religious creed, age, 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; and Sec. 46a-81c). The law covers all public employers and private employers with three or more employees.
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Retaliation prohibited. Employers are prohibited from discharging, expelling, or otherwise discriminating against any person who has opposed an unlawful discriminatory practice, filed a complaint, or testified or assisted in any proceeding under the law (CT Gen. Stat. Sec. 46a-60).
Smokers' rights. Employers are prohibited from discriminating against any applicant or employee who smokes or uses tobacco products outside the workplace (CT Gen. Stat. Sec. 31-40s).
Genetic information. 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)).
Other inquiries. Employers are prohibited from inquiring about an applicant’s criminal history, credit history, and salary history ...

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