Connecticut: Protections for Sexual Assault and Human Trafficking Victims
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APPLIES TO All Employers with Employees in CT |
EFFECTIVE October 1, 2025 |
QUESTIONS? Contact HR On-Call |
Quick Look
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Discussion
Effective October 1, 2025, HB 7236 amended the Connecticut Fair Employment Practices Act to add the status of being a victim of sexual assault or human trafficking as a protected characteristic. In addition, it is an unlawful employment practice to deny a reasonable leave of absence to such persons in order to: (1) seek attention for injuries caused by sexual assault or trafficking; (2) obtain services including safety planning from a domestic violence agency or rape crisis center; (3) obtain psychological counseling; (4) take other actions to increase safety from future incidents of sexual assault or trafficking; or (5) obtain legal services, assist in the prosecution of the offense, or otherwise participate in legal proceedings in relation to the incident or incidents of sexual assault or trafficking.
Employees who avail themselves of leave shall provide their employer with certification, within a reasonable time frame. Such certification can be: (1) a police report; (2) a court order protecting or separating the employee from sexual assault or trafficking; (3) other evidence from the court or prosecuting attorney that the employee appeared in court; or (4) documentation from a medical professional including a counselor. If an employee has a physical or mental disability resulting from an incident of sexual assault or trafficking, the employee shall be treated in the same manner as an employee with any other disability.
Action Items
- Review and update discrimination, harassment, and disability policies.
- Have appropriate personnel trained on the requirements.
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