Employment Law
Employer-side counsel on hiring, handbooks, restrictive covenants and separations, so personnel decisions hold up if challenged.
Overview
For growing companies, employment claims are among the most frequent and most avoidable legal costs. Connecticut layers its own rules on top of federal law, including paid sick leave, paid family and medical leave, salary history bans and some of the country's broader captive audience protections.
We advise employers from 10 to 500 employees on policies, agreements and difficult decisions before they are made. When a complaint reaches the CHRO, EEOC or court, we defend it with the same team that knows your workplace.
What's included
Scope is confirmed in your engagement letter. These are the pieces most clients need.
- Employee handbooks updated for Connecticut and multistate teams
- Offer letters, executive employment and severance agreements
- Non-compete, non-solicit and confidentiality agreements
- Wage and hour and worker classification reviews
- Workplace investigations and discipline guidance
- CHRO, EEOC and Department of Labor claim defense
How we work through it
- 1
Workplace audit
We review your handbook, agreements, classifications and pay practices against current law.
- 2
Priority fixes
You receive a ranked list: urgent compliance gaps first, best practices after.
- 3
Documents and training
We deliver updated documents and brief managers on the policies that matter most.
- 4
Ongoing counsel
HR can call before terminations, investigations or policy changes, not after.
Why clients choose us for employment law
Fewer claims
Consistent documentation and policies reduce the grounds for complaints.
Enforceable covenants
Restrictive covenants drafted to the scope Connecticut courts actually uphold.
Confident managers
Clear guidance on discipline, leave and accommodation requests.
Lower defense costs
Well-kept records shorten investigations and agency responses.
Fees and what affects them
Sample ranges for illustration. Your written estimate depends on the facts, number of parties and deadlines involved.
Attorneys who lead this work
Employment Law questions
Generally yes, if they are reasonable in time, geography and scope and protect a legitimate business interest. Some professions, including physicians and broadcast employees, face specific statutory limits, and federal policy continues to change.
Our practice is employer-side. We do negotiate executive employment and separation agreements for senior leaders, and can refer other employee matters to trusted firms.
At least annually. Connecticut has amended paid sick leave, paid family leave and pay transparency rules several times in recent years.
Related practice areas
Discuss your employment law matter
A 45-minute first meeting with a written summary and a clear fee estimate. Same-day callbacks, Monday to Friday.