Wrongful Termination in Connecticut
Reviewed by DocDraft Legal Team - Connecticut - Last updated November 12, 2026
Wrongful termination in Connecticut means a firing that breaks a law, such as discrimination covered by the Commission on Human Rights and Opportunities complaint process, or a contract. Discrimination complaints go to the Connecticut Commission on Human Rights and Opportunities, and they must be filed within 300 days of the alleged act of discrimination, in writing and under oath. After the Commission issues a release of jurisdiction, the complainant can bring a civil action in court. Final wages are due no later than the business day after a discharge.
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What counts as wrongful termination in Connecticut?
A firing in Connecticut is wrongful when it breaks a law or a contract, such as discrimination covered by the Commission on Human Rights and Opportunities complaint process. Not every unfair firing is unlawful, so match the facts to a specific law or contract term, and keep the records that support it.
Where do you file a discrimination complaint in Connecticut, and by when?
File with the Connecticut Commission on Human Rights and Opportunities within 300 days of the date of the alleged act of discrimination; the complaint must be in writing and under oath. Confirm with the Commission whether your employer is covered. EEOC charges (15+ employees, 20+ for age) are due within 300 days from the date of harm.
When can you sue after a Connecticut CHRO complaint?
After the Commission on Human Rights and Opportunities issues a release of jurisdiction, the complainant can bring a civil action in court. Ask the Commission, or check with an attorney, what deadline applies to a court case once you receive the release, so that it does not pass. Attorney review is available.
When is your final paycheck due after being fired in Connecticut?
Whenever an employer discharges an employee, the employer must pay the employee's wages in full no later than the business day next succeeding the date of the discharge (Conn. Gen. Stat. 31-71c(b)). If it is late, put your request in writing and keep a copy.
Connecticut wrongful termination rules
Connecticut moves quickly on final pay and formally on complaints. When an employer discharges an employee, wages are due in full no later than the business day next succeeding the date of discharge (Conn. Gen. Stat. 31-71c(b)). Discrimination complaints go to the Connecticut Commission on Human Rights and Opportunities, which says they must be filed within 300 days of the alleged act of discrimination, in writing and under oath. A court case follows the Commission's release of jurisdiction, after which the complainant can bring a civil action. The EEOC's Boston office gives the same 300 days for a federal charge against an employer with 15 or more employees, or 20 or more for age. A final paycheck demand letter is the simplest way to put a late final payment in writing.
Relevant Laws
CHRO: How to File a Discrimination Complaint
Complaints must be filed within 300 days of the alleged act of discrimination and must be in writing and under oath.
CHRO: Complaint Processing
After a release of jurisdiction, the complainant can bring a civil action in court.
Conn. Gen. Stat. 31-71c (final wages)
A discharged employee's wages are due in full no later than the business day next succeeding the date of discharge.
EEOC Boston timeliness
The EEOC's Boston office gives 300 days from the date of harm for employers with 15 or more employees (20 or more for age) in Connecticut.
Regional Variances
Connecticut wrongful termination rules
State agency and law
Connecticut Commission on Human Rights and Opportunities.
Agency filing deadline
Within 300 days of the alleged act of discrimination, in writing and under oath (CHRO).
EEOC charge deadline
300 days from the date of harm (EEOC Boston office), for employers with 15 or more employees, or 20 or more for age.
Deadline to sue
A civil action may follow the Commission's release of jurisdiction; ask the Commission or an attorney what deadline then applies.
Final paycheck
In full no later than the business day next succeeding the date of discharge (Conn. Gen. Stat. 31-71c(b)).
Complaint form
In writing and under oath (Commission on Human Rights and Opportunities).
Suggested Compliance Checklist
Request your final pay in writing
If unpaid by the next business day days after startingConnecticut requires full wages by the business day after a discharge. If they are late, send a written request for the exact amount owed.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File a sworn CHRO complaint
300 days after the act days after startingFile a written complaint under oath with the Commission within 300 days of the alleged act. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days.
Ask about the court deadline after the release
When the release arrives days after startingAfter the Commission issues a release of jurisdiction, ask the Commission or an attorney what deadline applies to a court case.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Connecticut requires full wages by the business day after a discharge. If they are late, send a written request for the exact amount owed. | final-paycheck-demand-letter | If unpaid by the next business day |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File a sworn CHRO complaint | File a written complaint under oath with the Commission within 300 days of the alleged act. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days. | - | 300 days after the act |
| Ask about the court deadline after the release | After the Commission issues a release of jurisdiction, ask the Commission or an attorney what deadline applies to a court case. | - | When the release arrives |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
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