Connecticut Termination (with Discharge) laws & HR compliance analysis

Connecticut Termination (with Discharge): What you need to know

Connecticut is an employment-at-will state. This means that either the employee or employer is free to terminate the employment relationship at any time and for any reason unless there is a law or contract that provides otherwise. There are, however, a number of exceptions to at-will employment recognized under Connecticut law.
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As a general rule, if a federal, state, or local law grants employees the right to engage in an activity or to enjoy a benefit, employees should never be disciplined, discharged, or otherwise retaliated against for requesting or attempting to do so.
To list a few key examples, state law prohibits employers from discharging employees for engaging in the following activities:
Crime victims. Both public and private employers cannot discharge, penalize, or coerce an employee who is a crime victim because he or she has taken leave as permitted by law. Covered employers also may not discharge, penalize, or coerce an employee who takes leave to attend or participate in a court proceeding related to a civil case in which the employee is a victim of family violence (CT Gen. Stat. Sec. 54-85b).
Family and medical leave. No employer may discharge an employee, cause an employee to be discharged, or discriminate against an employee because he or she has exercised the rights provided under the state's family and medical leave law (CT Gen. Stat. Sec. 31-51kk et seq.).
Garnishments. Terminating an employee because of a child support income withholding order is illegal. In addition, no employer may discipline, suspend, or discharge an employee because of any wage execution, unless the employer is served with more than seven wage executions against the ...

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