Pregnancy Discrimination Lawyer in Connecticut

Employee-Only Representation Against Well-Resourced Employers

Pregnancy discrimination takes many forms: a sudden demotion after announcing a pregnancy, termination framed as a “business decision,” or being sidelined from assignments without explanation. Whatever form it takes, it’s illegal under both Connecticut and federal law. At The McMinn Employment Law Firm, LLC, we represent Connecticut employees exclusively. Michael McMinn founded this firm with over 19 years of employment law experience, and every case we take is on the employee’s side.

If your employer has treated you differently because of a pregnancy, childbirth, or a related condition, we want to hear what happened. Call us at (203) 930-1600 to schedule a free consultation and discuss your options.

What Connecticut & Federal Law Prohibit

Connecticut’s Fair Employment Practices Act (CFEPA), codified at Conn. Gen. Stat. § 46a-60, prohibits employers with three or more employees from terminating, refusing to hire, or otherwise discriminating against a worker because of pregnancy, childbirth, or a related condition. The federal Pregnancy Discrimination Act, an amendment to Title VII of the Civil Rights Act of 1964, extends similar protections to employers with 15 or more employees and covers hiring, firing, pay, job duties, promotions, layoffs, and benefits.

Unlawful conduct goes beyond outright termination. Limiting, segregating, or classifying an employee in ways that deprive her of advancement opportunities because of pregnancy also violates these statutes, as does denying leave or benefits that other employees accrue under employer-maintained plans.

Reasonable Accommodation Rights for Pregnant Employees

Connecticut law requires employers to provide reasonable accommodations to pregnant employees unless doing so would impose an undue hardship on the business. Public Act 17-118, which took effect October 1, 2017, expanded CFEPA’s protections to cover related conditions including lactation and added specific accommodation requirements.

Accommodations the law recognizes include:

• Modified break schedules: More frequent or longer rest periods
• Seating accommodations: Being permitted to sit while working
• Physical task relief: Assistance with manual labor or lifting requirements
• Additional leave: Increased time off beyond standard employer policy
• Modified duties: Job restructuring, light-duty assignments, or temporary transfer to less strenuous work

An employer may deny an accommodation only by demonstrating undue hardship, evaluated by factors including the cost involved, the employer’s financial resources, the size of the operation, and the impact on day-to-day functions. An employer also can’t force an accommodation on an employee who has no pregnancy-related limitation and didn’t request one.

Retaliation Protections

Connecticut law separately prohibits retaliation against employees who request a pregnancy-related accommodation or report discrimination. An employer who responds to a complaint by cutting hours, issuing a negative performance review, demoting the employee, or terminating employment may have committed an independent violation regardless of how the underlying discrimination claim resolves. Retaliation claims can be pursued whether the employee raised the issue internally or filed a complaint with a state agency.

Filing a Pregnancy Discrimination Claim in Connecticut

The Connecticut Commission on Human Rights and Opportunities (CHRO) enforces CFEPA and is the primary administrative body for state-law discrimination claims. A formal complaint generally must be filed within 180 days of the discriminatory act. Because the CHRO and the Equal Employment Opportunity Commission (EEOC) maintain a work-sharing agreement, filing with the CHRO may also preserve rights under federal law within a longer filing window in some circumstances.

Remedies available through the CHRO process can include back pay, compensatory damages, attorney’s fees, and required changes to employer policies. Employees also have the option to pursue claims in state or federal court, where damages for emotional distress may be available in addition to economic losses. Deadlines in discrimination cases are firm, so getting legal guidance early matters.

Why Connecticut Employees Choose The McMinn Employment Law Firm, LLC

We represent only employees. We don’t take on employer-side cases, which means our experience is entirely on your side of the table. That focus matters when the other side is a large company with in-house legal teams and experienced outside counsel.

We’ve litigated pregnancy discrimination and other employment claims against Fortune Global 500 companies, municipalities, and state agencies. Michael McMinn is admitted to practice before the U.S. District Court for the District of Connecticut and the U.S. Court of Appeals for the Second Circuit, giving us the ability to pursue federal claims when that’s the right path. Our firm has recovered over $1 million for clients, and our bilingual team serves both English- and Spanish-speaking employees throughout Connecticut.

Start with a Free Consultation

You don’t need to know whether you have a case before you call. Our free initial consultation gives you the opportunity to describe what happened, understand which laws may apply, and get an honest assessment of your options without any upfront financial commitment.

Deadlines on discrimination claims can pass quickly. Contact The McMinn Employment Law Firm, LLC today at (203) 930-1600 to schedule your free consultation.