CHRO Discrimination / Retaliation

How we help

• Draft and file a strong CHRO charge that preserves your legal claims
• Respond strategically to the employer's position statement
• Prepare for mediation and settlement discussions
• Address retaliation and procedural issues as the case develops

When a Connecticut employee experiences discrimination or retaliation, the first formal step is usually filing a charge with the Connecticut Commission on Human Rights and Opportunities (CHRO). The agency process is free and accessible, but it is also lengthy, procedural, and highly dependent on how the facts are presented early on. Many cases are weakened by incomplete timelines or filings that do not fully reflect the legal issues involved.

We represent employees through each phase of the CHRO process — preparing the charge, responding to employer statements, participating in mediation, and guiding the case toward a resolution. A well-drafted charge not only preserves rights but also places the employer on notice in a way that can support future settlement discussions.

Connecticut's Fair Employment Practices Act (CFEPA) provides broad protections against discrimination based on race, color, sex, age, disability, national origin, and other protected characteristics. In some respects, Connecticut law provides broader protections than federal law, applying to smaller employers and covering additional categories.

Retaliation is particularly common at CHRO because employers often respond defensively once a complaint is filed. Understanding what qualifies as retaliation, how to document it, and when to raise it formally requires careful strategy. We help clients navigate these developments while keeping the long-term goals in focus.

Although CHRO cases may take years, many resolve through negotiation well before reaching a final ruling. Our role is to ensure that employees understand the strengths of their case, avoid procedural missteps, and pursue outcomes that are realistic and meaningful.