Connecticut Fair Employment Practices Act — primary statute
Connecticut's primary workplace anti-discrimination statute is the Connecticut Fair Employment Practices Act (CFEPA), codified at Conn. Gen. Stat. § 46a-60. The statute prohibits discriminatory employment practices by employers, labor organizations, and employment agencies based on protected characteristics including race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, disability, and veteran status. The Connecticut Commission on Human Rights and Opportunities (CHRO) enforces CFEPA.
Source: Conn. Gen. Stat. § 46a-60
CFEPA employer size threshold — one or more employees
CFEPA applies to employers with one or more employees. Public Act 22-82, effective October 1, 2022, eliminated the prior three-employee threshold. The statute defines "employer" to include the state and all political subdivisions thereof and means any person with one or more persons in their employ. This is broader than Title VII's 15-employee minimum and makes Connecticut one of the most expansive state anti-discrimination laws by coverage.
Source: Conn. Gen. Stat. § 46a-51(10)
CHRO complaint filing deadline — 300 days
A complainant alleging workplace discrimination under CFEPA must file a formal complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO) within 300 days of the alleged discriminatory act. Conn. Gen. Stat. § 46a-82(f) sets this deadline as a mandatory jurisdictional requirement; complaints filed after 300 days are time-barred.
Legislative history. Connecticut extended the filing period from 180 days to 300 days effective October 1, 2019, via Public Act 19-93. The change harmonized Connecticut's deadline with the federal 300-day deadline available under Title VII and other federal anti-discrimination statutes when a complainant cross-files with a deferral state agency. Because Connecticut operates a work-sharing agreement with the EEOC, filing with CHRO also cross-files the claim federally, and the 300-day window applies to both state and federal claims.
Formal filing required. The 300-day clock is not stopped by informal contact with the CHRO, completion of an online inquiry form, or even meeting with an intake officer. A formal written, signed, and sworn complaint must be filed before the 300-day deadline expires. The CHRO has emphasized this distinction in public guidance: prospective filers are encouraged to reach out as soon as possible after the alleged discriminatory act to ensure the formal complaint is prepared and filed on time.
Accrual of the deadline. The 300-day period begins on the date of the alleged discriminatory act. In termination cases, Connecticut courts have held that the statute of limitations runs from the last day the plaintiff worked, not from the date of notice of termination. Continuing-violation theories may apply in limited circumstances (for example, where a complainant challenges an ongoing pattern of harassment or a discriminatory policy that affects the complainant repeatedly), but single discrete acts—such as a discharge, a denial of promotion, or a failure-to-hire decision—trigger the 300-day clock on the date of that act.
Cross-filing and federal deadlines. The CHRO and the EEOC have a work-sharing agreement under which filing with one agency automatically cross-files with the other. For claims under federal law (Title VII, ADEA, ADA), the federal deadline is ordinarily 180 days from the date of discrimination, but that period extends to 300 days in states with a deferral agency like the CHRO. Filing with the CHRO within 300 days thus preserves both state and federal claims. Complainants should indicate to the CHRO at intake whether they wish to cross-file federally.
Post-administrative exhaustion. After the CHRO issues a release of jurisdiction (ROJ) or dismisses a complaint, the complainant has 90 days to file suit in Connecticut Superior Court or federal district court. The 90-day deadline for filing suit, set by Conn. Gen. Stat. § 46a-101(e), is also mandatory but subject to waiver and equitable tolling. Missing the 90-day post-release deadline does not implicate subject-matter jurisdiction, but it typically results in dismissal.
Source: Conn. Gen. Stat. § 46a-82(f) Source: How to File a Discrimination Complaint – CHRO Source: Complaint Processing – CHRO