If you’ve been fired from your job in Connecticut and believe it was unfair or illegal, you might be wondering whether you have grounds to sue. Connecticut, like most states, follows the "at-will employment" doctrine, which generally allows employers to terminate employees for almost any reason—or no reason at all. But there are clear exceptions, and when those lines are crossed, legal action may be possible.
This article explores when termination becomes “wrongful” under Connecticut law, the legal standards involved, and the steps you can take if you believe your employer acted unlawfully.
What Counts as Wrongful Termination in Connecticut?
While employers in Connecticut can typically end employment at will, they cannot fire someone for an illegal reason. Wrongful termination in CT falls into a few main categories:
Terminating an employee based on race, gender, age (40+), religion, disability, national origin, sexual orientation, gender identity, or other protected traits is illegal under both federal law (Title VII, ADA, ADEA) and Connecticut state law. The CT Fair Employment Practices Act (CFEPA) provides even broader protections, including for employees of smaller businesses that may be exempt under federal law.
2. Retaliation
Firing an employee for exercising a legal right or reporting wrongdoing can be grounds for a lawsuit. This includes:
- Reporting workplace harassment
- Filing a workers’ compensation claim
- Whistleblowing on illegal activity
- Taking protected medical or family leave under the FMLA
3. Breach of Contract
If you had a written employment agreement that outlines specific conditions for termination and your employer violated those terms, that may constitute wrongful termination. Even implied contracts, such as promises made in employee handbooks, could offer legal grounds depending on how they are written and interpreted.
4. Violation of Public Policy
This less common claim arises when an employer terminates an employee for reasons that violate established public policy—such as firing someone for refusing to break the law or for serving on a jury.
When At-Will Employment Doesn’t Apply
At-will employment gives employers broad leeway, but that freedom doesn’t extend to unlawful behavior. Here's when the doctrine no longer shields the employer:
- Discriminatory motives override the at-will doctrine.
- Retaliation for lawful actions, such as taking FMLA leave or reporting safety violations, nullifies at-will protections.
- Whistleblower protections under Connecticut General Statutes § 31-51m and other laws protect employees who report certain illegal or unethical conduct.
Connecticut courts have historically supported exceptions to the at-will rule when the employer’s action offends clearly established public policy or statutory rights.
What Evidence Is Needed for a Strong Wrongful Termination Claim in CT?
To support your case, documentation and timing are key. While every situation is different, the following types of evidence can strengthen a potential claim:
- Email or written communication from the employer referencing reasons for termination
- Performance reviews or disciplinary records to show inconsistencies
- Witness statements from coworkers
- A timeline showing protected activity (such as filing a complaint) followed shortly by termination
- Employment contract or handbook policies that were ignored or violated
A well-documented termination—especially if it occurred shortly after protected activity—can support the argument that the firing was retaliatory or discriminatory.
Filing a Complaint with the CHRO
Before filing a lawsuit in court, Connecticut law typically requires that you file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO) if discrimination or retaliation is involved. This must be done within 300 days of the alleged wrongful act.
The CHRO will investigate the claim and may attempt to mediate a resolution. If they find probable cause, they may pursue legal action on your behalf or release the case to move forward in court.
Damages You May Be Entitled To in a Wrongful Termination Claim
If your wrongful termination case succeeds, you could recover compensation for:
- Lost wages and benefits
- Emotional distress
- Punitive damages (in certain cases)
- Attorney’s fees and legal costs
- Reinstatement (rare, but possible)
The value of a claim depends heavily on the strength of the evidence and the financial impact the termination had on your life.
How Long Do You Have to Sue in Connecticut?
Time limits depend on the nature of the claim:
- Discrimination or retaliation claims: File with CHRO within 300 days
- Breach of contract: 6 years from the date of breach
- Whistleblower claims: Varies depending on the statute invoked (some as short as 90 days)
Failing to meet the appropriate deadline can result in your case being dismissed—so acting quickly is essential.
When to Speak to a Connecticut Employment Attorney
If you believe your termination involved discrimination, retaliation, or a violation of public policy, a Connecticut employment lawyer can help you evaluate the strength of your case. Many offer free consultations and will guide you through your options—whether that’s pursuing a CHRO complaint, negotiating a settlement, or filing a lawsuit.
Employment law is highly fact-specific. Even minor details, like offhand comments or suspicious timing, can shift the legal analysis in your favor. Having an experienced attorney involved early can make the difference in how your claim is handled—and how much compensation you might recover.
Conclusion
Although Connecticut follows the at-will employment model, firing an employee for illegal reasons can lead to serious legal consequences. Discrimination, retaliation, breach of contract, and violations of public policy are all grounds for wrongful termination claims. If you suspect your rights were violated, act quickly to preserve your legal options. With the right documentation and legal support, you may be able to hold your employer accountable and secure the compensation you deserve.
Need Legal Help? Brandon J. Broderick, Attorney at Law is One Phone Call Away
If you are facing any of these workplace issues, don’t wait to take action. At Brandon J. Broderick, Attorney at Law, we are committed to advocating for employees and ensuring they receive the legal protection they deserve. Our legal team will fight for your rights, whether through negotiation or litigation.
Call us today for a free consultation to discuss your case