Connecticut’s Laws on Pregnancy Discrimination and Workers' Rights

Pregnancy discrimination in the workplace is a significant concern for many women, and Connecticut has established specific laws to protect the rights of pregnant employees. Understanding these laws is essential for both employers and employees in order to promote fair treatment and a supportive work environment.

In Connecticut, pregnancy discrimination laws are primarily governed by the Connecticut Fair Employment Practices Act (CFEPA). This act prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Under the CFEPA, employers cannot discriminate against employees or job applicants based on their pregnancy status during hiring, promotions, layoffs, or any other aspect of employment.

Employers in Connecticut with three or more employees are subject to CFEPA regulations. This means they must accommodate the needs of pregnant employees, such as modified work duties, more frequent breaks, or the ability to work from home if necessary and feasible. Accommodations should be made unless they cause undue hardship to the business.

In addition to the CFEPA, the federal Pregnancy Discrimination Act (PDA) also applies to employers in Connecticut. The PDA mandates that employers treat pregnant employees the same way as other employees who are similar in their ability or inability to work. For instance, if a company allows light-duty assignments for employees who have sustained injuries, it must also offer similar accommodations to pregnant employees.

Furthermore, Connecticut law mandates that employers provide reasonable accommodations for employees with pregnancy-related medical conditions. This could include temporary job modifications, additional breaks, or adjustments in work schedules. Employers must engage in an interactive process with the employee to determine appropriate accommodations.

Workers in Connecticut have the right to request accommodations without fear of retaliation, and employers are prohibited from retaliating against employees for asserting their rights under the CFEPA. If an employee experiences retaliation, they can file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO).

Pregnant employees in Connecticut also have access to paid family leave. The state’s Paid Family and Medical Leave (PFML) program allows employees to take up to 12 weeks of paid leave to bond with a new child or to deal with medical conditions related to pregnancy. This benefit helps workers manage their health and family responsibilities without facing financial hardship.

If a pregnant employee believes they have experienced discrimination or a denial of accommodation, they should document any relevant information, such as conversations with supervisors or HR, and seek legal guidance if necessary. Consulting with an attorney who specializes in employment law can provide clarity on rights and potential recourse.

In conclusion, Connecticut’s laws on pregnancy discrimination and workers' rights aim to protect pregnant employees from unfair treatment in the workplace. Awareness of these laws is critical for both employees and employers. By fostering an environment of support and compliance, businesses can contribute to the well-being of their workforce while ensuring they adhere to state and federal regulations.