Employment Law in New Haven County, CT

If you believe your rights as an employee have been violated, it’s important to consult with an attorney to assess the situation. 

 Factors that influence whether you have a case include:

• The specific issue (e.g., wrongful termination, discrimination)
• Evidence to support your claims
• Timing (e.g., how long ago the incident occurred, statute of limitations)
• Your employment status (e.g., were you an employee or independent contractor?)
• Did you suffer an adverse employment action (were you terminated, suspended, demoted?)

Wrongful termination refers to being fired or laid off for illegal reasons, such as:

• Discrimination based on race, age, gender, disability, etc. These are known as “protected classes” and form the basis for a potential discrimination claim. 
• Retaliation for filing a complaint, reporting illegal activities (whistleblowing), opposing discriminatory practices, or taking protected leave
• Violation of public policy, such as firing an employee for refusing to engage in illegal activity
• Breach of an employment contract or collective bargaining agreement where termination contradicts the terms of a contract or agreement between you and your employer

In Connecticut, most employees are considered "at-will", meaning they can be fired for any reason as long as it does not violate a protected right or there is a contract specifying the grounds for termination. If you believe you were wrongfully terminated, we can help you understand your rights and assess your legal options, specifically if your protected rights may have been violated.

Workplace discrimination occurs when an employee is treated unfairly based on any of the following characteristics:

• Race, color, national origin, or ethnicity
• Sex, gender, gender identity, or sexual orientation
• Age (40 or older)
• Disability 
• Religious beliefs
• Pregnancy or maternity status
• Marital status 
• Military status

Examples of discrimination in the workplace can be subtle in many instances. If you believe you’re experiencing discrimination, it’s important to document specific instances, report the issue to your employer, and consult an attorney. 

Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity, such as:

• Filing a discrimination or harassment complaint
• Reporting illegal activities (whistleblowing)
• Taking family or medical leave
• Participating in a workplace investigation

If you experience adverse actions, such as being fired, demoted, or disciplined after participating in these activities, you may be a victim of retaliation. Retaliation is illegal, and we can help you take action.

The statute of limitations (the time period within which you must file a claim) varies depending on the type of claim:

• Wrongful termination and discrimination claims. In Connecticut, you have 300 days from the date of the alleged discrimination (or from the date of adverse employment action such as termination, suspension, or demotion) to file a formal complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO). 
• Wage and hour violations may have a statute of limitations of 2-3 years, depending on the situation.

It’s important to act promptly, as waiting too long could impact your ability to pursue legal action. 

We understand that legal fees can be a concern. After you have completed our intake process, in some instances, we offer free consultations so we can assess your case and discuss your options. For some employment law cases, we work on a contingency fee basis, which means you won’t pay any fees unless we successfully recover damages for you. In other cases, we may offer hourly rates or flat fees, depending on the circumstances of your case.

No, it's illegal for an employer to fire or retaliate against an employee solely based on filing a complaint about unlawful activities, such as discrimination, harassment, or unsafe working conditions. This protection is in place under various federal and state laws. If you feel you’ve been retaliated against, we can discuss how to move forward with your claim.

If you are experiencing harassment at work or feel that you are being discriminated against, follow these steps:

1. Document the harassment: Keep a detailed log of discriminatory or harassing behavior (dates, times, people involved, and what was said or done).

2. Report the behavior: Notify your supervisor(s), HR department, or union representative (if applicable) about the situation in writing. 

3. Gather evidence: Save any e-mails, text messages, or other documentation that may support your claims. (In the event you are terminated, this may all disappear so keep it somewhere you can access.)

4. Seek legal advice: If the situation doesn’t improve or you face retaliation or threats to your job, contact an employment attorney to discuss your options.

In most cases, your employer will not be aware that you’ve contacted a lawyer unless you choose to inform them. We strive to maintain confidentiality and handle your case with discretion. If necessary, we may engage in negotiations or legal actions without alerting your employer until the appropriate time.

The length of time required to resolve an employment law case depends on several factors, including the complexity of the case, the evidence available, whether the matter settles or goes to trial, and the responsiveness of the opposing party. While some cases are resolved within a few months, others may take several years.

We will keep you informed throughout the process and work diligently to achieve the best possible outcome in the shortest time frame.