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Connecticut has one of the widest employer coverage rules in the country. Public Act 22-82, effective October 1, 2022, lowered the threshold in the Connecticut Fair Employment Practices Act (C.G.S. §46a‑51 et seq.) from three employees to one, so essentially every Connecticut employer is now covered — against a federal ADA threshold of 15. That Act also added status as a victim of domestic violence as a protected class.
House Bill 7236, effective October 1, 2025, extended the same framework to status as a victim of sexual assault and status as a victim of trafficking in persons. “Disability” reaches any chronic physical, mental, or emotional impairment, and pregnancy-related conditions are separately protected under C.G.S. §46a‑60.
Employers must provide reasonable accommodations to qualified employees and applicants with disabilities unless doing so would pose an undue hardship. Because coverage now begins at a single employee, Connecticut businesses far below the ADA threshold carry a full state-law accommodation obligation.
Pregnancy accommodations are enumerated in the statute and include being permitted to sit while working, more frequent or longer breaks, periodic rest, assistance with manual labor, job restructuring, light duty assignments, modified work schedules, temporary transfer to less strenuous or less hazardous work, time off to recover from childbirth, and break time with appropriate non-bathroom facilities for expressing milk.
Two prohibitions catch employers out: you may not force an accommodation on someone who has no known pregnancy-related limitation or does not need one to perform essential duties, and you may not require an employee to take leave where a reasonable accommodation could be provided instead.
Victims of domestic violence, sexual assault, or trafficking in persons are entitled to a reasonable leave of absence as an accommodation — to seek medical attention or psychological counseling, obtain safety planning or other victim services, relocate to increase future safety, or obtain legal services and participate in legal proceedings — unless the absence would cause an undue hardship.
Connecticut imposes affirmative written notice duties that go beyond simply responding to requests. Employers must provide written notice of the right to be free from discrimination in relation to pregnancy, childbirth and related conditions — including the right to reasonable accommodation — at three points:
The notice must also be posted in a conspicuous place. The same written-notice duty covers status as a victim of domestic violence, and as of October 1, 2025, sexual assault and trafficking.
On documentation, CHRO guidance sets limits that matter for any certification workflow. An employer may require medical certification for a pregnancy-related leave of absence only if it also requires documentation from employees taking leave for other reasons. Where a certification requirement exists, the employer must give the employee advance notice of it, and must allow at least 15 days — or longer if reasonably needed — to comply.
Supporting documentation may also be requested for domestic violence, sexual assault, or trafficking leave, but the employer must keep the employee’s status confidential to the extent permitted by law.
Beyond these fixed deadlines, employers must engage in a timely, good-faith interactive process once a need for accommodation is raised. There is no length-of-service requirement: an employee may request an accommodation immediately upon starting a job.
Complaints are filed with the Connecticut Commission on Human Rights & Opportunities (CHRO). The CHRO investigates and may attempt to mediate; where violations are found, remedies can include reinstatement, back pay, policy changes, and in some cases monetary damages. Retaliating against an employee for requesting a reasonable accommodation is separately prohibited.
Failing to give the required written notice is itself a violation, independent of whether an accommodation was ultimately denied.
Managing accommodation requests under the 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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This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.
