EEOC Employment Discrimination Hub

The Equal Employment Opportunity Commission (EEOC) is a federal agency that enforces laws prohibiting workplace discrimination. The EEOC investigates charges of discrimination, attempts to resolve disputes through mediation, and can file lawsuits against employers who violate anti-discrimination laws. Before filing a discrimination lawsuit in federal court, employees must typically file a charge with the EEOC first. The EEOC has field offices throughout the United States and handles tens of thousands of charges annually.

The EEOC enforces federal laws prohibiting discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 or older), disability, and genetic information. These protections are provided under Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Genetic Information Nondiscrimination Act (GINA), and other federal statutes. The EEOC also handles harassment and retaliation claims related to these protected characteristics.

Generally, you must file an EEOC charge within 180 days of the discriminatory act. However, if your state has a Fair Employment Practices Agency (FEPA) with a work-sharing agreement with the EEOC, this deadline extends to 300 days. For federal employees, different timelines apply - typically 45 days to contact an EEO counselor. For age discrimination claims under the ADEA, the deadline is also either 180 or 300 days depending on your state. Missing these deadlines can bar your claim entirely, so it is critical to act promptly. Use our deadline calculator to determine your specific filing dates.

Depending on the type of claim, you may recover back pay (wages lost from termination to resolution), front pay (future lost wages), compensatory damages (for emotional distress and mental anguish), punitive damages (to punish egregious conduct), and attorney fees. Under Title VII and the ADA, compensatory and punitive damages are capped based on employer size, ranging from $50,000 for employers with 15-100 employees to $300,000 for employers with over 500 employees. Section 1981 race discrimination claims have no damage caps. The ADEA allows liquidated damages (equal to back pay) for willful violations but does not permit compensatory or punitive damages.

Many states have their own Fair Employment Practices Agencies (FEPAs) that enforce state anti-discrimination laws. State laws often provide broader protections and higher damage awards than federal law. For example, some states cover smaller employers, have longer filing deadlines, or allow uncapped damages. In most cases, filing with either agency will cross-file with the other through work-sharing agreements. Consider filing with the state agency if state law offers better remedies for your specific situation. Our EEOC vs State Agency Classifier tool can help you compare options and make an informed decision.

After filing, the EEOC will notify your employer and may offer mediation as a way to resolve the dispute early. If mediation is declined or unsuccessful, the EEOC will investigate your charge by requesting documents, interviewing witnesses, and reviewing evidence. After investigation, the EEOC will either dismiss the charge (if it finds no reasonable cause), attempt conciliation with the employer, or issue a Right to Sue letter allowing you to file a lawsuit in federal court. The process typically takes 6-12 months but can take longer for complex cases. You can request a Right to Sue letter at any point after 180 days from filing.