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October 20, 2025
Effective October 1, 2025, Connecticut amended its Commission on Human Rights and Opportunities antidiscrimination laws to include sexual assault victims and human trafficking victims as protected classes. See 2025 Ct. HB 7236.
Thus, unless a bona fide occupational qualification or need exists, the amended law prohibits an employer or its agent from (1) refusing to hire or employ someone; (2) barring or discharging someone from employment; or (3) discriminating against someone in pay or in employment terms, conditions, or privileges because the person is a sexual assault or human trafficking victim. These prohibitions apply to all employers, public or private, and all employees, except those employed by their parents, spouse, or children.
The amendments also require employers to provide a reasonable leave of absence to employees who are victims of sexual assault or human trafficking so that they may obtain medical treatment or other services, like safety planning or psychological counseling; or so that they may increase safety from future incidents, including relocation; or so that they may obtain legal services, help in the prosecution of the offense, or otherwise participate in related legal proceedings.
Connecticut Employers: Update your antidiscrimination and leave of absence policies and procedures to address the amended law.
The author of this article, Patricia Tsipras, is a member of the Bar of Pennsylvania. This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice in Pennsylvania, Connecticut, or any other jurisdiction, nor does it establish an attorney-client relationship with any reader of the article where one does not exist. Always consult an attorney with specific legal issues.
