Connecticut--Laws Relating to Pregnancy


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Prohibitions against Pregnancy Discrimination

It is a discriminatory practice for an employer to terminate a woman's employment because of her pregnancy, to refuse to grant to her a reasonable leave of absence for disability resulting from her pregnancy, to fail or refuse to reinstate the employee to her original job or to an equivalent position with equivalent pay upon return.

In addition, it is a discriminatory practice for an employer to request information about an individual's child-bearing age or plans, pregnancy, function of the individual's reproductive system, use of birth control methods, or the individual's familial responsibilities. An employer may request such information if directly related to workplace exposure to substances which may cause birth defects or constitute a hazard to an individual's reproductive system or to a fetus, if the employer first informs the employee of the hazards involved.[1]

For the text of the statute, click here.

Pregnancy Accommodation

Employers with three or more employees must make a reasonable effort to transfer a pregnant employee to a temporary position if her current position could cause injury to her or to her fetus.[2]

For the text of the statute, click here.

Pregnancy-related Disability Accommodation

Connecticut does not specifically accommodate pregnancy or its attendant medical conditions as a disability.

Breastfeeding Rights

Any employee may express breast milk or breastfeed at her workplace during her meal or break period. Any employer with one or more employees must make reasonable efforts to provide a room, other than a toilet stall, close to the work area, for an employee to express breast milk in private. An employer shall not discriminate against an employee for exercising her rights.[3]

For the text of the statute, click here.

Family and Childcare Leave Laws

Private Employers with 75 or more Employees - Leave for Pregnancy, or Adoption or Foster Care Placement[4]

An eligible employee shall be entitled to a total of sixteen workweeks of unpaid leave during any twenty-four-month period, upon the birth or placement of a son or daughter for adoption or foster care, or to care for a son or daughter with a serious health condition. An eligible employee may elect, or an employer may require, to substitute the employee's accrued vacation leave or other time off or any other paid or unpaid time off negotiated with the employer.

In any case in which the necessity for leave is foreseeable, the employee shall provide the employer with not less than thirty days’ notice. In any case in which a husband and wife are employed by the same employer, the aggregate number of workweeks of leave to which both may be entitled may be limited to sixteen workweeks during any twenty-four-month period.[5]

For the text of the statute, click here.

For the federal Pregnancy Discrimination Act, click here.

For the federal Family and Medical Leave Act, click here.

For further information on your pregnancy rights, contact Legal Momentum.

Copyright 2013 Legal Momentum

[1] Conn. Gen. Stat. § 46a-60

[2] Id.

[3] Conn. Gen. Stat. § 31-40w

[4] Covered Employers include: Any person who acts, directly or indirectly, in the interest of an employer and any successor in interest of an employer. Not included: the state, a municipality, a local or regional board of education, or a private or parochial elementary or secondary school.

[5] Conn. Gen. Stat. § 31-51