Discrimination - Other - Connecticut

Summary of differences between federal and state regulations

The federally protected classes in employment discrimination include race, color, religion, national origin, age (40 and over), sex (including pregnancy, sexual orientation, and gender identity), disability, and genetic information.

In Connecticut, the following are considered protected classes with regards to discriminatory or unfair employment practices:

• Race (includes ethnic traits historically associated with race, including, but not limited to hair texture and protective hairstyles), 
• Color,
• Religious creed (includes, but not limited to, all aspects of religious observances and practice as well as belief), 
• Age,  
• Sex (includes pregnancy, child-bearing capacity, sterilization, fertility or related medical conditions), 
• Gender identity or expression (gender-related identity, appearance or behavior, whether or not different from that traditionally associated with the person’s physiology or assigned sex at birth),
• Marital status,
• National origin,
• Ancestry, 
• Present or history of mental disability, 
• Intellectual disability (a significant limitation in intellectual functioning existing concurrently with deficits in adaptive behavior that originated during the developmental period before 18 years of age), 
• Learning disability (an individual who exhibits severe discrepancy between educational performance and measured intellectual ability and who exhibits a disorder in one or more of the basic psychological processes involved in understanding or in using language, spoken or written, which may manifest itself in a diminished ability to listen, speak, read, write, spell or to do mathematical calculation), 
• Physical disability (any individual who has any chronic physical handicap, infirmity or impairment, whether congenital or resulting from bodily injury, organic processes or changes or from illness, including, but not limited to, epilepsy, deafness or being hard of hearing or reliance on a wheelchair or other remedial appliance or device), 
• Status as a veteran,
• Status as a victim of domestic violence,  

Connecticut also regulates discrimination on the basis of the use of tobacco products.

Disability discrimination under Connecticut law includes present or history of mental disability, intellectual disability, learning disability, and physical disability (including, but not limited to, blindness).

Employer defined

"Employer” includes the state and all political subdivisions and means any person or employer with one or more persons in his employ.

The provisions for unlawful employment practices do not apply to a religious corporation, entity, association, educational institution or society with respect to the employment of individuals to perform work connected with the carrying on of its activities, or with respect to matters of discipline, faith, internal organization or ecclesiastical rule, custom or law which are established by such corporation, entity, association, educational institution or society.

Natural hair discrimination

On March 10, 2021, Connecticut adopted legislation to ban natural hair discrimination in the workplace.

Connecticut Governor Ned Lamont signed into law House Bill No. 6515, An Act Creating a Respectful and Open World for Natural Hair, which amends Connecticut’s anti-discrimination law to define race as “inclusive of ethnic traits historically associated with race, including, but not limited to, hair texture and protective hairstyles.” The new law further defines “protective hairstyles” as including, but not limited to, “wigs, headwraps and hairstyles such as individual braids, cornrows, locs, twists, Bantu knots, afros and afro puffs.”

Genetic discrimination

It is unlawful to:

• request or require genetic information from an employee, person seeking employment or member; or

• discharge, expel or otherwise discriminate against any person on the basis of genetic information.

"Genetic information” means the information about genes, gene products or inherited characteristics that may derive from an individual or a family member.

Sexual orientation and marital status discrimination

The unlawful employment practices regarding sexual orientation and marital status are similar to the protections for other classes, such as hiring and membership. An exemption is provided for a bona fide occupational qualification.

Gender identity or expression

Effective October 1, 2011, state law prohibits discrimination based on gender identity or expression. The term is defined as “gender-related identity, appearance or behavior, whether or not that gender-related identity, appearance or behavior is different from that traditionally associated with the person's physiology or assigned sex at birth.”

The employment protections are similar to for other protected classes (such as race, national origin, or religion) and include prohibitions against harassment. An exemption is included for certain religious organizations.

While offering protection to transsexual and transgender persons, the law does clarify that the gender identity must be “sincerely held, part of a person’s core identity, or not being asserted for an improper purpose.”

Use of tobacco products

Employers may not discriminate against employees or applicants who smoke or use tobacco products outside the course of employment. Nonprofit organizations or corporations whose primary purpose is to discourage the use of tobacco products are exempt from this requirement.

State

Related information

Protected classes ezExplanation

Contact

Commission on Human Rights & Opportunities

Regulations

General Statutes of Connecticut, Title 46a, chapter 814c, sec. 46a-60. Discriminatory employment practices prohibited
www.cga.ct.gov/current/pub/chap_814c.htm#sec_46a-60

General Statutes of Connecticut, Title 46a, chapter 814c, sec. 46a-81a. Sexual orientation discrimination, et. seq.
www.cga.ct.gov/current/pub/chap_814c.htm#sec_46a-81a

Conn. Gen. Stat. § 46a-60  Discriminatory employment practices prohibited

Conn. Gen. Stat. § 46a-51 Definitions

Conn. Gen. Stat. § 4a-60a Provisions re: nondiscrimination on the basis of sexual orientation

Conn. Gen. Stat. § 46a-51(23) and (24) Definitions of "race" and "protective hairstyles"

HB 6515, Public Act No. 21-2 An Act Creating a Respectful and Open World for Natural Hair

Federal

Contact

Equal Employment Opportunity Commission (EEOC)

Regulations

See applicable discrimination topic.