Connecticut

Pregnancy, Parenting, and Work Rights in Connecticut
These laws and programs aim to support pregnant workers and new parents as they balance work and family responsibilities in Connecticut.

Pregnancy and Work

Protection Against Pregnancy Discrimination

Under the federal Pregnancy Discrimination Act (PDA), employers with 15 or more employees cannot discriminate against pregnant workers. Employers must treat pregnancy, childbirth, and related medical conditions the same as any other temporary medical condition in terms of hiring, firing, pay, job assignments, and promotions.

The Connecticut Commission on Human Rights and Opportunities (CHRO) enforces protections against pregnancy discrimination for workers in the state. Employers cannot mistreat pregnant employees or force them to take leave if they are still able to perform their jobs.

Workplace Accommodations

Federal law (PDA and the Americans with Disabilities Act, or ADA) may require reasonable accommodations for pregnancy-related conditions.
The federal Pregnant Workers Fairness Act provides groundbreaking protections for pregnant, postpartum, and pumping workers, giving them the right to accommodations at work that help them keep their jobs and protect their health.
Connecticut's Fair Employment Practices Act requires employers to provide reasonable accommodations for pregnancy, childbirth, or related conditions unless it imposes an undue hardship. Accommodations may include extra breaks, flexible scheduling for doctors' appointments, time off to recover from childbirth or miscarriage, light duty, remote work, and more.

Workplace Safety for Pregnant Workers

Employers must ensure a safe working environment for pregnant employees. Employees can report unsafe conditions to the Occupational Safety and Health Administration (OSHA) or the Connecticut Department of Labor.

Taking Time Off Work

Family and Medical Leave Act (FMLA)

Under federal law, eligible employees can take up to 12 weeks of unpaid leave per year for childbirth, bonding with a new child, or serious medical conditions (including pregnancy-related conditions). Eligibility requirements include:
Working for an employer with 50+ employees within 75 miles;
Having worked for the employer for at least 12 months.; and
Logging at least 1,250 hours in the past year.

Connecticut Family and Medical Leave Act (CTFMLA)

Connecticut's FMLA provides more expansive protections than federal law and applies to employers with one or more employees. As of January 1, 2022, eligible employees can take:
Up to 12 weeks of leave in 12 months; and
Two additional weeks for serious health conditions resulting in incapacitation during pregnancy
Learn more at Connecticut Paid Leave

Paid Family and Medical Leave

Connecticut has implemented a Paid Family and Medical Leave program that provides income replacement for workers who need time off for qualifying reasons, including pregnancy, childbirth, and bonding with a new child.
Eligible employees can receive up to 12 weeks of paid leave at up to 95% of their weekly pay (capped at 60 times the minimum wage).

Pregnancy Leave

Connecticut employers must allow pregnancy-related leave if they offer medical or sick leave for other conditions and pregnant employees are entitled to reasonable accommodations under state law.

Returning to Work with a Baby

Break Time for Nursing Mothers

Under the federal Fair Labor Standards Act (FLSA) and the PUMP for Nursing Mothers Act, employers are required to provide:
Reasonable break times for nursing parents to pump breast milk for up to one year after birth;
A private, non-bathroom space for expressing milk; and
Connecticut law provides additional protections, stating that employers must provide reasonable time each day for expressing breast milk and make reasonable efforts to provide a room or location where the employee can express milk in private.

Breastfeeding-related Rights

Connecticut law explicitly protects a mother's right to breastfeed in public places and prohibits discrimination against breastfeeding mothers.
The Connecticut Breastfeeding Coalition provides resources and support for breastfeeding parents.

Parental Rights for Sick or Family Leave

• If your child or family member has a serious health condition, you may qualify for leave under FMLA, CTFMLA, or Connecticut's Paid Family and Medical Leave program to provide care.

Workplace Protections for New Parents

Equal Pay

Connecticut's Equal Pay Act ensures equal pay for comparable work, regardless of gender or parental status.

Employment Termination

Employers cannot terminate or retaliate against employees for taking protected leave or requesting pregnancy-related accommodations.

Job Protection

FMLA, CTFMLA, and Connecticut's Paid Family and Medical Leave program guarantee that employees can return to their same or equivalent position after taking parental leave.

Support for Parents in Connecticut

Childcare Assistance

Connecticut offers the Care 4 Kids program to help working parents with childcare costs.

Temporary Family Assistance (TFA)

Provides financial support to low-income families, including those with new babies.

Flexible Work Policies

Some Connecticut employers may voluntarily offer flexible work arrangements, remote work, or additional paid parental leave as part of their benefits.

These laws and programs aim to support pregnant workers and new parents as they balance work and family responsibilities in Connecticut.