Connecticut Updates Anti-Discrimination Statute to Include Age and Modernize Sexual Orientation Definition

What Changed

Connecticut enacted HB 6638, which makes two notable changes to the state's anti-discrimination statutes:

1. Age is now a protected class under Section 46a-58 of the Connecticut General Statutes. Previously, age discrimination protections existed primarily under federal law (the Age Discrimination in Employment Act) and certain other state provisions, but HB 6638 expands the explicit state-level protections.

2. The definition of sexual orientation has been modernized, replacing language that had been in place since 1991. The previous statutory definition used outdated and widely considered offensive terminology. The updated definition reflects current understanding and removes stigmatizing language.

Who Is Affected

All Connecticut employers are affected. The anti-discrimination provisions under Section 46a-58 apply broadly and are not limited by employer size thresholds. Employers of all sizes should review their anti-discrimination policies, harassment prevention training materials, and employee handbooks for alignment with the updated statutory language.

Where It Applies

Connecticut statewide. These changes apply to all employment relationships within the state of Connecticut.

When It Takes Effect

HB 6638 was passed during the 2023 legislative session. The updated provisions take effect on October 1, 2023 (Connecticut's standard effective date for new legislation unless otherwise specified).

Why It Matters

While Connecticut has long been considered a progressive state on anti-discrimination protections, these updates close specific gaps. Adding age explicitly to Section 46a-58 strengthens state-level enforcement and may provide additional remedies beyond what federal law offers. Modernizing the sexual orientation definition brings the statute in line with contemporary standards and removes language that could be harmful or confusing.

For employers, the practical impact is in documentation: employee handbooks, EEO policies, harassment training materials, and job postings that reference protected classes should be reviewed and updated to reflect the current statutory language.

The Humareso Take

This is less about a dramatic shift in employer obligations and more about getting your documentation right. Connecticut employers should already be treating age and sexual orientation as protected categories in practice. But if your handbook or training materials reference the old statutory language — or if your EEO policy doesn't explicitly list age under state protections — now is the time to clean that up. It's a straightforward update, but one that matters if you ever face a discrimination claim.

Recommended Action Steps

1. Review and update your EEO and anti-discrimination policies to explicitly reference age as a protected class under Connecticut law.

2. Update the definition of sexual orientation in all company policies, handbooks, and training materials to reflect the modernized statutory language.

3. Revise harassment prevention training to incorporate the updated protected class list and definitions.

4. Audit job postings and employment applications to ensure EEO statements reflect the current Connecticut anti-discrimination statute.

5. Contact your Humareso representative for assistance updating your Connecticut-specific policies and training materials.