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Wondering how long does an employee have to file a sexual harassment complaint at the CHRO? Get the clear answer: 300 days from the last incident (for claims after October 1, 2019). Learn how CHRO/EEOC dual‑filing works, filing steps, timelines, evidence tips, and find legal help resources nearby.
Estimated reading time: 8 minutes
Key Takeaways
You generally have 300 days from the date of the last incident to file a sexual harassment complaint with the CHRO for incidents on or after October 1, 2019.
The 300-day deadline is strict — missing it will usually bar your claim at the CHRO and likely at the EEOC due to dual filing.
Filing at the CHRO is free and automatically preserves federal Title VII rights through dual filing with the EEOC.
Act quickly: save evidence, document incidents, and consider consulting an employment lawyer if you are near the deadline.
The CHRO process: employer must respond under oath within 30 days; CHRO reviews within 60 days and may mediate, investigate, dismiss, or issue a Release of Jurisdiction.
Table of Contents
What is the CHRO and why does it matter?
Key answer: the 300-day filing deadline
Why the “last incident” matters
Simple timing examples
What happens if you miss the 300-day deadline?
How to file a sexual harassment complaint at the CHRO
What to include when you file
What happens after you file
What to expect during the CHRO process
The CHRO and the EEOC: how dual filing protects your federal rights
Why did Connecticut extend the deadline to 300 days?
Your step-by-step action plan
Common questions workers ask
Your rights under Connecticut law and federal law
Why speed matters even with 300 days
Practical do's and don'ts
Checklist: your first 7 days after harassment
A note about other states
Summary: your rights and your timeline
Final encouragement
What is the CHRO and why does it matter?
The CHRO is the state civil rights agency for Connecticut. It takes and investigates complaints of discrimination, including sexual harassment at work.
Filing at the CHRO is the main way to start a legal case under Connecticut law when you have a harassment claim. View resource
In most cases, filing at the CHRO also protects your federal rights because complaints filed with the CHRO are automatically “dual-filed” with the federal EEOC. View resource
Key answer: the 300-day filing deadline
You have 300 days from the alleged sexual harassment to file your complaint at the CHRO. Learn more here; View resource; View resource; View resource
This 300-day deadline applies to incidents on or after October 1, 2019. Before that date, the deadline was 180 days. The Time’s Up Act extended it to 300 days. Learn more here; View resource; View resource
The 300-day period starts from the date of the last incident of the alleged harassment. View resource
The deadline is strict. Filing after 300 days will usually bar the claim from going forward at the CHRO. View resource; View resource
Why the “last incident” matters
Sexual harassment can be a one-time event. It can also be a pattern over time. The rule in Connecticut says the 300 days run from the last act. That means:
If you faced one bad incident on a single day, you count 300 days from that date. View resource
If the harassment kept going—like repeated comments, texts, or touching—then the clock starts from the most recent incident. View resource
Simple timing examples
Example A: One incident. Your supervisor groped you on February 1. You must file at the CHRO within 300 days of February 1.
Example B: Ongoing comments. Your coworker made sexual jokes from March to July, and the last one was July 15. Your 300 days run from July 15.
Example C: Text messages. Your boss sent sexual texts from April 1 to May 1, and the last text was May 1. Count 300 days from May 1.
Tip: Do not wait. Counting days can get tricky. Save screenshots, emails, and notes with dates. If you are close to the deadline, file now to protect your rights.
What happens if you miss the 300-day deadline?
The 300-day deadline is strict at the CHRO. Filing late usually means the CHRO will not accept your claim. Because CHRO complaints are dual-filed with the EEOC, missing the 300-day CHRO deadline can also block your federal Title VII claim. View resource; View resource
If you think you are close to or past the 300-day mark, speak with an employment lawyer right away. A lawyer can check your date calculations, see if the last incident is later than you think, and advise you on any other possible claims or options. Do not assume it is too late until you get legal advice. Consult with an attorney View resource
How to file a sexual harassment complaint at the CHRO
You can file a CHRO complaint in several ways:
You can file by phone.
You can file by letter.
You can file by visiting any CHRO office. Learn more here; View resource View resource View resource
What to include when you file
Your name and contact information.
Your employer’s name and contact information.
A short, clear description of what happened. Use dates, places, and names of people involved.
Any documents you can share now (emails, texts, photos, notes). Keep your originals; send copies.
If you have safety concerns, say so. Ask for any needed accommodations in the process. View resource
What happens after you file
The CHRO notifies your employer. The employer must respond under oath within 30 days. Learn more here; View resource
After the CHRO receives the employer’s response, the agency reviews the case within 60 days to decide if the case should proceed or be dismissed. Learn more here; View resource View resource
If the CHRO dismisses the case, the agency may issue a “Release of Jurisdiction.” That release lets you take the case to court. Learn more here
What to expect during the CHRO process
While every case is unique, many cases include steps like:
Intake and drafting of your complaint.
Notice to your employer and its sworn response (due in 30 days). Learn more here; View resource
Early review by CHRO after your employer’s response (within 60 days). Learn more here; View resource
Possible mediation to try to resolve the case.
Investigation and evidence gathering if the case proceeds.
A finding by the CHRO, or a dismissal and the option to seek a Release of Jurisdiction, which allows you to file a lawsuit in state court. Learn more here
Important: filing is free. You do not need a lawyer to file. But a lawyer can help draft your complaint, meet deadlines, protect your rights, and negotiate for you. If you already have a lawyer, let the CHRO know so the agency communicates through your attorney.
The CHRO and the EEOC: how dual filing protects your federal rights
When you file a sexual harassment complaint with the CHRO, it is automatically dual-filed with the EEOC. This preserves your federal Title VII rights while your state case is running. View resource
Because of dual filing in Connecticut, EEOC deadlines generally line up with the CHRO deadlines. In short, filing with the CHRO on time usually means your federal claim is on time too. View resource
On the flip side, if you miss the 300-day deadline in Connecticut, you likely lose both the state (CHRO) and federal (EEOC) path. View resource
Why did Connecticut extend the deadline to 300 days?
For incidents on or after October 1, 2019, Connecticut’s Time’s Up Act extended the filing deadline from 180 to 300 days. Learn more here; View resource; View resource
This longer deadline gives workers more time to process what happened, seek support, gather evidence, and come forward.
Even with more time, do not delay. Memories fade. Witnesses move. Phones get lost. The sooner you act, the stronger your case.
Your step-by-step action plan
1) Make yourself safe
If you fear harm, seek help right away. Tell a trusted person, call 911 if needed, or use local support services.
Ask your employer for a safety plan or a change in schedule or supervisor if needed.
2) Write down what happened
Use a notebook or a note on your phone.
Include dates, times, places, names, and what was said or done.
Keep your notes private.
3) Save proof
Save emails, texts, chat messages, caller logs, photos, social media messages, and voicemails.
Take screenshots. Back up your files.
Do not alter files. Keep originals.
4) Decide whether to report internally
Check your employee handbook.
You can report to HR or a manager. If your harasser is your manager, go to HR or higher leadership.
Reporting internally is often helpful, but it is not required before filing with the CHRO.
If you are close to the 300-day deadline, do not wait on HR. File at the CHRO to protect your rights. View resource; View resource; Learn more here
5) File your CHRO complaint
File by phone, by letter, or by visiting a CHRO office. Learn more here; View resource
Aim to file as soon as you can and before the strict 300-day deadline. View resource; View resource
6) Understand the next steps and timelines
Your employer must respond under oath within 30 days of notice. Learn more here; View resource
The CHRO reviews the case within 60 days after getting the employer’s response to decide to proceed or dismiss. Learn more here; View resource
If dismissed, you may receive a “Release of Jurisdiction,” which lets you file a lawsuit in state court. Learn more here
7) Consider legal help
A lawyer can draft your complaint, help gather proof, deal with the CHRO and the employer, and push for fair remedies.
Many employment lawyers offer free consultations.
Common questions workers ask
Q: Do I have to file at the CHRO, or can I go straight to court?
A: In many Connecticut discrimination and harassment cases, you must go through the CHRO process first or request a Release of Jurisdiction before you can sue in court. If the CHRO dismisses your case, it may issue a Release of Jurisdiction that allows you to file a lawsuit in state court. Learn more here
Q: My harassment started long ago, but a new incident just happened. Can I still file?
A: Yes, you can still file as long as you are within 300 days of the most recent incident. The 300-day period starts from the last act of the alleged harassment. View resource
Q: What if I missed the 300-day deadline?
A: The deadline is strict, and filing late usually bars the case at the CHRO. Because of dual filing, it may also block your federal EEOC claim. Speak with an attorney right away about any other possible options. View resource; View resource
Q: Will filing at the CHRO also protect my federal rights?
A: Yes. CHRO complaints are automatically dual-filed with the EEOC, which preserves your federal Title VII claims. Deadlines generally align because of this dual filing. View resource
Q: Do I need a lawyer to file?
A: You do not need a lawyer to file with the CHRO. But having a lawyer can help you frame your claim, meet deadlines, protect your rights, and pursue a fair result.
Q: What can I get if I win or settle?
A: While each case is different, possible remedies can include back pay, front pay, compensatory damages, policy changes, training, and sometimes attorney’s fees. A lawyer can discuss what is realistic in your specific case.
Your rights under Connecticut law and federal law
Connecticut law bans sexual harassment at work. The CHRO enforces these protections for workers in the state.
Federal law also bans sexual harassment under Title VII of the Civil Rights Act. Filing at the CHRO generally preserves your Title VII rights because of dual filing with the EEOC. View resource
Why speed matters even with 300 days
The law gives you time, but waiting can hurt your case.
Memories fade. Screenshots get lost. People switch jobs.
Reporting sooner can stop the harm and protect others at work.
Most important, the 300-day deadline is strict. Once it passes, the CHRO may not take your case, and your EEOC path may be closed too. View resource; View resource
Practical do's and don'ts
Do:
Do write down each incident right away, with date, time, place, and who was there.
Do save proof like texts, emails, photos, and witness names.
Do tell a trusted friend or family member what happened.
Do consider internal reporting if safe to do so.
Do file at the CHRO as soon as you can, by phone, letter, or visiting a CHRO office. Learn more here; View resource
Do talk with a lawyer if possible.
Don’t:
Don’t wait until day 299. Start early.
Don’t delete messages or “clean up” your phone. Keep originals.
Don’t sign a severance or settlement agreement without talking to a lawyer.
Don’t assume HR will “take care of it” in time. The CHRO deadline is your responsibility to meet. View resource; View resource
What happens after your employer responds
After your employer submits a sworn response within 30 days, the CHRO reviews the case within 60 days to decide next steps. Learn more here; View resource
The CHRO may keep the case and investigate further, try to mediate, or dismiss.
If dismissed, you can seek a Release of Jurisdiction. With that release, you can file a lawsuit in state court. Learn more here
How the CHRO and EEOC work together for Connecticut workers
Filing at the CHRO starts your state claim.
Because of dual filing, your complaint is also filed with the EEOC. This preserves federal Title VII rights and aligns deadlines between agencies. View resource
If you miss the CHRO deadline, you likely cannot pursue your claim at the EEOC either. View resource
What to do if you are not sure about the dates
Start by writing down every incident you remember, with approximate dates.
Look at emails, calendars, texts, or photos to jog your memory.
Ask a trusted coworker if they remember dates of meetings or events near the incidents.
If in doubt, file now. The CHRO can help you refine your timeline. The key is to get your complaint in before the 300 days run out. Learn more here; View resource; View resource
How an attorney can help you
Calculate deadlines and make sure your filing is on time.
Draft a strong, clear complaint with the facts and the law.
Communicate with CHRO and the employer for you.
Prepare you for mediation or investigation interviews.
Push for fair remedies like pay, damages, training, or policy changes.
Guide you if the case is dismissed and you need a Release of Jurisdiction to go to court. Learn more here
Retaliation is illegal
If you report sexual harassment, it is illegal for your employer to punish you for it. Retaliation can be firing, cutting hours, moving you to a worse shift, demotions, or threats. If you think you are facing retaliation, tell the CHRO and speak with a lawyer right away. Filing quickly still matters due to the 300-day limit for the harassment complaint and related claims. View resource; View resource
Checklist: your first 7 days after harassment
Day 1: Write down what happened. Save any messages or photos.
Day 2: Tell a trusted friend or family member. Consider counseling or a support hotline.
Day 3: Review your employee handbook. Decide whether to report to HR.
Day 4: If safe, report to HR or a manager. Ask for a written confirmation.
Day 5: Call or visit the CHRO to start your complaint. You can file by phone, letter, or in person. Learn more here; View resource
Day 6: Consult an employment lawyer. Ask about deadlines and next steps.
Day 7: Organize your documents and timeline. Keep everything in one place.
A note about other states
This article is about Connecticut and the CHRO. Other states have different agencies, rules, and deadlines. If your job or harassment is outside Connecticut, check your state’s rules or speak to a local employment lawyer. The 300-day rule discussed here is specific to Connecticut for incidents on or after October 1, 2019. Learn more here; View resource; View resource
Why acting now protects you
Legal deadlines are unforgiving. The CHRO’s 300-day deadline is strict. If you miss it, the claim is usually barred, and EEOC options may also be lost. View resource; View resource
Early action keeps your evidence fresh.
Early action can help stop the harassment and protect your mental health.
Early action preserves both your state and federal rights due to dual filing. View resource
Summary: your rights and your timeline
The core answer to “how long does an employee have to file a sexual harassment complaint at the CHRO” is 300 days for incidents on or after October 1, 2019. Learn more here; View resource; View resource
The 300 days run from the date of the last incident. View resource
The deadline is strict. Missing it usually blocks the case at the CHRO and likely at the EEOC too. View resource; View resource
You can file by phone, letter, or by visiting a CHRO office. Learn more here; View resource
After you file, the employer has 30 days to respond under oath. The CHRO then reviews within 60 days to decide if the case proceeds or is dismissed. Learn more here; View resource
If your case is dismissed, you may get a Release of Jurisdiction and can sue in state court. Learn more here
Filing at the CHRO automatically dual-files your case with the EEOC, preserving your federal Title VII rights, and deadlines generally align. View resource
Final encouragement
You deserve a safe and fair workplace. If you have been harassed, you have legal rights. The law gives you 300 days in Connecticut to act, but your best move is to start today. File with the CHRO by phone, letter, or in person, and consider talking with a qualified employment attorney who can guide you from start to finish. Learn more here; View resource; View resource
We are here to help you understand your rights, take action, and connect with legal support. Your voice matters. Your time to act is now.
FAQ
What is the filing deadline to bring a sexual harassment complaint at the CHRO?
For incidents on or after October 1, 2019, the filing deadline is 300 days from the date of the last incident. For earlier incidents, the prior 180-day rule applied. Learn more here
Does filing with the CHRO protect my federal rights?
Yes. Complaints filed with the CHRO are automatically dual-filed with the EEOC, which preserves your federal Title VII rights and generally aligns deadlines between the agencies. View resource
What can I do if I’m near the 300-day deadline but not sure about dates?
Document everything you remember, check emails, texts, and calendars for dates, and file with the CHRO if you are unsure. Filing preserves your rights while you refine the timeline. If possible, consult an employment lawyer right away. Consult with an attorney
Do I need a lawyer to file with the CHRO?
No. Filing is free and you do not need a lawyer to file. However, a lawyer can help ensure your filing is timely, well-drafted, and that your rights are protected throughout the process.
