
Overview
Lindsey McCarthy represents employers in all aspects of employment litigation and advises employers on day-to-day employment law matters. Lindsey has experience defending employers against claims alleging wrongful termination, discrimination, harassment, and retaliation, and has represented employers at injunction hearings to enforce non-disclosure, non-competition, and non-solicitation agreements. She represents clients before state and federal courts, as well as government agencies.
During law school, Lindsey gained a unique perspective by mediating wrongful termination and employment discrimination cases pending before the Connecticut Commission on Human Rights and Opportunities as a mediator in the University of Connecticut's Mediation Clinic.
In addition, Lindsey has experience advising and representing insurers, reinsurers and agents in litigation and arbitrated disputes. She also worked in-house at a large insurance company and has a comprehensive understanding of underlying coverage disputes.
Lindsey was a summer associate with Day Pitney in 2019.
Education and Credentials
Education
- University of Connecticut School of Law, J.D., with Honors, 2020, Connecticut Law Review, Executive Editor; Moot Court Board
- Bentley University, B.A., magna cum laude, 2017
Admissions
- State of Connecticut
- Commonwealth of Massachusetts
- U.S. District Court, District of Connecticut
- U.S. District Court, District of Massachusetts
Affiliations
- Connecticut Bar Association
- Connecticut Women's Council
Recognition and Community
No aspect of this advertisement has been approved by the highest court of any state. Prior results do not guarantee a similar outcome. See Awards Methodology.
Recognitions
Selected to the list of Connecticut Super Lawyers Rising Stars (Thomson Reuters), Employment & Labor, 2024
Received the Connecticut Bar Association Labor and Employment Award
Received CALI Excellence Awards for Legal Profession and Street Law in the High Schools
News & Insights
Thought Leadership
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Second Circuit Clarifies Employer Obligations Under ADA: Accommodation May Be Required Even If Employee Can Perform Essential Job Functions Without It , April 24, 2025 -
No Consequential Damages: Third Circuit Refuses to Recognize NLRB's Remedial Authority Beyond Reinstatement and Back Pay , January 3, 2025 -
A Mostly Quiet Year for Employment Laws During Connecticut's 2024 Legislative Session , October 21, 2024 -
EEOC Final Rule and Interpretive Guidance on the Pregnant Workers Fairness Act and Legal Challenge to the Final Rule , May 30, 2024 -
Connecticut Employee's Claims That She Was Terminated Based on Medical Marijuana Use Go Up in Smoke , March 26, 2024
Events
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Day Pitney's Annual Employment and Labor Conference Session 2 , June 16, 2022
News
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Day Pitney Welcomes Fifteen First-Year Associates , January 25, 2021
In The Media
Publications
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Over-the-Hill Yet Still Fighting Uphill Battles to Find Jobs: The Plight of Older Job Applicants Under the ADEA , Connecticut Law Review, April 2020 , February 10, 2021
Media Mentions
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Employee's Medical Marijuana Termination Claim Goes Up in Smoke, April 15, 2024
Speaking Engagements
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"Conducting Effective Internal Investigations," Case Studies in Compliance Systems, UConn Law 2025, March 4, 2025 -
"Conducting Effective Internal Investigations," Case Studies in Compliance Systems, UConn Law, February 19, 2024 -
"You Just Heard from CHRO: Now What?," Connecticut Business and Industry Association, November 2, 2023 -
CBIA 2022 Human Resources Conference, March 17, 2022