EEOC Case Strength Evaluator

A strong EEOC discrimination case typically includes direct evidence of bias (emails, texts, recorded statements), similarly-situated comparators treated more favorably, thorough documentation, corroborating witnesses, and a clearly pretextual reason given by the employer for the adverse action. Cases where the employer deviated from its own policies are also significantly stronger.

Temporal proximity is critical in retaliation claims. Courts have held that adverse actions taken within days or weeks of a protected activity can, by themselves, establish a causal connection. Actions within 2-4 weeks are strongest, while gaps of more than 3-6 months generally require additional evidence to prove causation.

No. Most successful discrimination cases rely on circumstantial evidence under the McDonnell Douglas burden-shifting framework. You need to show: (1) you belong to a protected class, (2) you were qualified, (3) you suffered an adverse action, and (4) the circumstances suggest discrimination. Direct evidence like biased emails is helpful but not required.

Yes. Filing an internal complaint is not a legal prerequisite for filing an EEOC charge. However, having an internal complaint on record can strengthen your case by showing you gave the employer notice and an opportunity to correct the problem, especially in harassment cases under the Faragher-Ellerth defense framework.

Strong cases feature multiple forms of evidence (direct and circumstantial), documented patterns of bias, clear employer policy deviations, supportive witnesses, and obviously pretextual employer justifications. Weak cases rely on feelings without documentation, lack comparators, have strong legitimate reasons for the employer's action, and have long gaps between protected activity and adverse action.