This is a preview. To continue reading, register for free access now. Register Now or Log in

Separation From Employment: Connecticut

Separation From Employment requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Jessica Sussman


  • Connecticut employers must comply with state law regarding payment of final wages and distribution of termination notices, if any. See Payment of Final Wages
  • Employees may bring claims under the Connecticut Unpaid Wage Claim Statute. See The Connecticut Unpaid Wage Claim Statute.
  • Connecticut employees who are terminated are likely eligible for unemployment benefits, unless they violate specific rules or regulations. See Eligibility for Unemployment Benefits in Connecticut.
  • Employers are generally prohibited from withholding wages unless the facts and circumstances of their dispute with outgoing employees is specifically mentioned by statute. See Withholding Wages.
  • Employers may be exposed to significant financial and criminal penalties if they do not comply with wage and hour laws for compensation due to terminated employees. See Penalties for Unpaid Wages.
  • Employers may be further exposed to civil actions for back pay or even double damages if they fail to comply with wage and hour laws. See Wage Claim Actions.
  • Employers who have written policies providing for compensation for unused fringe benefits like vacation time may face liability if they fail to comply with their own internal regulations or those of a collective bargaining agreement. See Payment of Fringe Benefits.
  • Discretionary bonuses, even if they are specifically mentioned in employment contracts, are not subject to the Connecticut Unpaid Wage Claim Statute, but claims for unpaid discretionary bonuses may still be actionable via other means. See Discretionary Bonuses.