Sex discrimination involves treating someone (a job applicant or employee) unfavorably because of that person's sex. Sex discrimination is a form of employment discrimination that violates federal law—including Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e).

In addition to these federal laws, states also have laws against sex discrimination in employment. These state laws are generally located in a state’s statutes—often in the labor code or employment-related statutes.

Discrimination against an individual because of gender identity—including transgender status or sexual orientation—is discrimination because of sex in violation of Title VII.

The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.

For the regulations related to sex discrimination, see the Code of Federal Regulations, beginning with 29 CFR 1604.1.

In Connecticut, sex discrimination in employment is prohibited under both federal and state law. Federally, Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate based on sex in any aspect of employment, which includes hiring, firing, pay, promotions, and other terms of employment. This federal protection extends to gender identity and sexual orientation. Connecticut state law also prohibits sex discrimination in employment, providing protections that may go beyond federal law. The Connecticut Fair Employment Practices Act (CFEPA), which is enforced by the Connecticut Commission on Human Rights and Opportunities (CHRO), mirrors and sometimes expands upon the protections offered by Title VII. Employers in Connecticut must comply with both sets of laws, and employees who experience sex discrimination have recourse under both federal and state systems. For specific regulations, one can refer to the Code of Federal Regulations starting with 29 CFR 1604.1, and for state statutes, the Connecticut General Statutes, particularly those related to labor and employment, should be consulted.