Connecticut Hiring laws & HR compliance analysis

Connecticut Hiring: What you need to know

Discrimination. 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 ((Conn. Gen. Stat. §§ 46a-51 et seq., 46a-81c)). The law covers 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. More information is available at the Connecticut Discrimination section.
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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The BFOQ exception allows an employer to make an employment inquiry only where the inquiry is reasonably necessary to the normal operation of ...

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