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

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

Protected classes. 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 (Conn. Gen. Stat. § 46a-51; and § 46a-81c). The law covers all public employers and private employers with three or more employees.
The term “race” includes ethnic traits historically associated with race, including hair texture and protective hairstyles. “Protective hairstyles” include wigs; headwraps; and hairstyles such as braids, cornrows, locs, twists, Bantu knots, afros, and afro puffs (Conn. H.B. 6515 (2021)).
"Gender identity or expression" is defined as a person's gender-related identity, appearance, or behavior, regardless of whether it is different from that traditionally associated with the person's physiology or assigned sex at birth.
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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 (Conn. Gen. Stat. § 46a-60).
Childbearing issues. The Act specifically prohibits an employer from requesting information about an applicant's childbearing age or plans, pregnancy, reproductive system, or use of birth ...

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