This is a preview. To continue reading please Log in or Register to Read This Article

Employment At-Will: Connecticut

Employment At-Will requirements for other states

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

Author: Jessica Sussman

Summary

  • Connecticut state courts have consistently recognized and upheld the presumption of at-will employment. See Employment At-Will Doctrine, Generally.
  • Verbal promises of employment tenure or grounds for termination can alter the at-will status of employees in Connecticut, and may even create implied contracts which bind the employer to certain action. See Verbal Promises.
  • Written provisions of an employee handbook or policy manual can also alter the at-will status of employees or create an implied contract, so long as the provisions in question satisfy an evidentiary standard. See Employee Handbooks.
  • An employee relocating to accept a job in Connecticut may be evidence of the existence of an implied contract. See Relocation.
  • Connecticut state courts recognize significant exceptions to the employment at-will doctrine based on public policy. See Public Policy Exceptions.
  • Connecticut courts have held that the implied covenant of good faith and fair dealing does apply to employment relationships, but only in certain situations. See Implied Covenant of Good Faith and Fair Dealing.
  • Connecticut courts recognize other employment-related claims including intentional infliction of emotional distress and negligent infliction of emotional distress.