Connecticut’s reasonable-accommodation laws apply to employers with three or more employees, as outlined in the Connecticut Fair Employment Practices Act (C.G.S. §46a‑51 et seq.). The law covers both public and private sector employers. Key definitions include “disability,” which refers to any chronic physical, mental, or emotional impairment, as well as conditions such as pregnancy, as specifically protected under C.G.S. §46a‑60. Reasonable accommodation is any change or adjustment to a job or work environment that allows a qualified individual with a disability to perform essential functions or enjoy equal employment opportunities.
Employers in Connecticut must provide reasonable accommodations to qualified employees and applicants with disabilities, unless doing so would pose an undue hardship on business operations. This duty under the Connecticut Fair Employment Practices Act (C.G.S. §46a‑51 et seq.) includes a variety of adjustments, such as modifying work schedules, providing accessible facilities, altering job duties, acquiring adaptive equipment, or granting unpaid leaves of absence. Temporary restrictions relating to pregnancy or nursing are also protected accommodations under state law.
When an employee requests an accommodation, Connecticut law encourages employers to engage in an interactive process. This means both parties work together to identify possible solutions. While state law does not specify exact deadlines, a good faith, timely response is required. Employers can request documentation when the need for accommodation is not obvious, but should avoid unnecessary delays. Delays or failures to communicate with the employee can count against the employer if claims arise.
If an employee believes their accommodation rights have been violated, they can file a complaint with the Connecticut Commission on Human Rights & Opportunities (CHRO). The CHRO investigates and may attempt to mediate, but if violations are found, remedies can include reinstatement, back pay, policy changes, and in some cases, monetary damages. Repeated or willful violations can trigger more severe penalties or court orders directing compliance.
Managing accommodation requests under Connecticut Fair Employment Practices Act (C.G.S. §46a‑51 et seq.) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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To avoid compliance issues, start by training managers to promptly recognize and respond to accommodation requests. Maintain open communication during the interactive process, and document every step. Avoid making medical documentation requests unless the need for accommodation is unclear, and treat all information as confidential. Watch out for common pitfalls such as delayed responses, lack of follow-up, or inconsistently applied policies—any of these can result in complaints or legal challenges. Regular review of your accommodation procedures helps keep your organization up-to-date with changing state law.
