Attorney
Losing your job can be difficult under any circumstances. But when a termination feels unfair or retaliatory, it’s natural to wonder if your rights were violated. In Connecticut, most employees work “at will,” which means an employer can terminate someone’s employment for almost any reason—or no reason at all. However, there are exceptions. When a firing violates state or federal law, public policy, or an employment contract, it may qualify as wrongful termination.
What Does At-Will Employment Mean?
In Connecticut, most jobs are considered at-will. This means employees can terminate employees at any time, without cause. Employees can also leave a job at any time without notice. However, this flexibility is not absolute. Employers cannot fire an employee for reasons that violate the law or their own contractual commitments.
Common exceptions to the at-will rule include:
- Discrimination–Termination based on race, religion, age, disability, gender, sexual orientation, or another protected characteristic is unlawful.
- Retaliation–Firing an employee for reporting harassment, discrimination, or safety violations is illegal.
- Public policy violations–Employees cannot be terminated for reasons that violate Connecticut public policy, such as refusing to engage in illegal activity or exercising a legal right.
- Breach of contract– If you have an employment agreement, collective bargaining agreement, or other contract outlining specific terms that spell out when and how termination can occur.
Each of these situations can serve as the basis for a wrongful termination claim.
Discrimination and Wrongful Termination
It’s illegal for employers to terminate someone because of a protected trait or identity. Under the Connecticut Fair Employment Practices Act (CFEPA) and federal law, this includes characteristics such as:
- Religion or belief
- Race or national origin
- Age (for workers over 40)
- Sex, gender identity, or sexual orientation
- Disability or pregnancy
- Marital status or genetic information
Even subtle patterns of unequal treatment, such as unfair discipline, demotion before termination, or replacing an employee with someone of a different protected group, may suggest discrimination.
Retaliation After Reporting Misconduct
Retaliation is one of the most common bases for wrongful termination claims. Connecticut law protects employees who report unlawful conduct in the workplace, including discrimination, harassment, or safety violations.
You may have a retaliation claim if you were fired shortly after:
- Reporting discrimination or harassment to HR or management
- Participating in a workplace investigation
- Filing a complaint with a state or federal agency
- Taking legally protected leave (such as FMLA or pregnancy leave)
- Reporting wage theft or labor violations
The key factor is causation, whether the firing was connected to your protected activity. Employers sometimes attempt to disguise retaliation as a performance issue or restructuring decision, but an experienced employment attorney can help uncover the real reason.
Public Policy Violations
Connecticut recognizes wrongful termination claims when the employer’s actions violate clear public policy. This category protects employees who are fired for doing the right thing—following the law, asserting their rights, or refusing to participate in wrongdoing.
Examples include terminations for:
- Refusing to engage in illegal conduct
- Reporting criminal activity or fraud
- Filing a workers’ compensation claim after an injury
- Serving on a jury or taking time off for civic duties
These protections ensure that employers cannot pressure employees into silence or illegal behavior through fear of losing their jobs.
Breach of Contract and Implied Promises
Not every employment relationship is purely at-will. Some employees in Fairfield County are covered by written or implied contracts. If your employer promised continued employment, outlined disciplinary procedures, or provided assurances that terminations would occur only for cause, those commitments can limit their ability to terminate you.
Even an employee handbook or verbal statement can, in certain circumstances, create enforceable expectations. For example, if a handbook states that employees will receive written warnings before termination, ignoring that policy might support a claim.
How an Employment Attorney Can Help
At Mitchell, Sheahan & Slippen, we guide employees throughout Fairfield County, Stratford, and throughout Connecticut in determining whether their termination was lawful and exploring their legal options. When you become our client, our attorneys will:
- Review your employment history and termination circumstances
- Determine whether state or federal laws were violated
- Represent you in agency filings or negotiations
- Seek reinstatement, lost wages, or other compensation where appropriate
- File a wrongful termination lawsuit, if necessary
Our goal is to help you move forward with clarity and confidence while protecting your rights under Connecticut law.
Speak with a Fairfield Wrongful Termination Attorney
If you believe your firing was unlawful, don’t wait to get answers. Connecticut has strict deadlines for filing complaints, and early legal advice can make a difference. Contact Mitchell, Sheahan & Slippen for a confidential consultation.