In some states (such as Georgia and Tennessee) an employer is required to provide an employee with a written separation notice when the employee’s employment ends—whether the employee is fired, laid off, or quits. In states in which a separation notice is required, it is often a one-page form document that is available on the state’s department of labor website.

A separation notice may be relevant when a former employee is applying for unemployment benefits or when a former employer is defending against a wrongful termination or discrimination claim. Although the employment of most employees in most states is at-will, an employer cannot fire or terminate an employee for an illegal or discriminatory reason (age, sex, race, religion, etc.).

For these reasons an employer should be familiar with the applicable law and may want to consult a lawyer when completing a separation notice or responding to a request for a separation notice.

In Connecticut, there is no statutory requirement for employers to provide a written separation notice to employees when their employment ends, whether due to termination, resignation, or layoff. Unlike states such as Georgia and Tennessee, Connecticut does not mandate the use of a specific form or document to notify employees of their separation from employment. However, employers in Connecticut must still comply with federal and state laws regarding wrongful termination and discrimination. Employers cannot terminate employees for illegal or discriminatory reasons, such as age, sex, race, religion, etc. While a separation notice is not required by Connecticut state law, it can still be a useful document for both parties. It may help a former employee when applying for unemployment benefits or serve as evidence in disputes. Employers in Connecticut should consult with an attorney to ensure they handle terminations and any related documentation in a manner that complies with all applicable laws and to minimize the risk of wrongful termination or discrimination claims.