Wrongful Termination & Workplace Retaliation

How we help

• Evaluate whether the stated reason for termination is pretextual
• Identify connections between protected activity and the timing of termination
• Assess available claims under Connecticut and federal law
• Pursue remedies through negotiation, CHRO filings, or court action

Connecticut is an at-will employment state. That means most employees can be terminated at any time, for any reason — or no reason at all. But at-will employment has limits. When a termination is connected to discrimination, retaliation for protected activity, or a violation of clear public policy, it may be legally actionable regardless of the employer's stated justification.

Retaliation is one of the most common claims in Connecticut employment law. It arises when an employer takes adverse action — termination, demotion, or other consequences — after an employee engages in protected conduct. Protected conduct includes filing a CHRO complaint, reporting workplace safety violations, requesting FMLA leave, or raising wage concerns internally. The connection between the protected activity and the adverse action is often the central question.

Connecticut's public policy exception to at-will employment provides additional protections. An employer cannot legally fire an employee for refusing to participate in illegal conduct, for filing a workers' compensation claim, or for exercising rights guaranteed under Connecticut law. These claims require a specific factual analysis and do not apply in every termination situation.

A professional evaluation of the circumstances surrounding a termination — the timeline, the stated reason, and the employer's prior conduct — is often the most important step an employee can take. Many situations that appear legally ambiguous become clearer once the facts are examined carefully against the relevant legal standards.