The following article was provided by Berchem Moses PC. It is posted here with permission.
The 2022 legislative session resulted in several significant changes to Connecticut’s anti-discrimination law that will impact employers and take effect on Oct. 1, 2022.
As a reminder, the Connecticut Fair Employment Practices Act prohibits employment discrimination and harassment because of an “individual’s race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, present or past history of mental disability, intellectual disability, learning disability, physical disability, including, but not limited to, blindness or status as a veteran,” and prohibits retaliation against an employee for engaging in protected activities as defined under the act.
CFEPA was amended under Public Act 22-82 to add status as a domestic violence victim as a protected class, likewise prohibiting discrimination against such individuals.
The act amends CFEPA to bar employers from denying an employee a “reasonable leave of absence” as an accommodation to seek attention for injuries caused by domestic violence or to obtain services related to the domestic violence, as long as the absence does not cause an undue hardship to the employer.
However, the act allows employers to request specific supporting documentation from employees to demonstrate the need for the leave.
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