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EEOC Damages Calculator

Estimate your potential recovery under Title VII, ADA, ADEA, and Section 1981. Statutory caps applied automatically based on employer size and claim type.

Title VII / ADA Caps Section 1981 Uncapped ADEA Liquidated Damages Free & Instant
Claim Details
Compensation & Lost Pay

Your annual gross salary at time of termination or adverse action

Months between adverse action and expected resolution

Years of future lost earnings (0-5 years)

Damages Sought

Emotional distress, mental anguish, loss of enjoyment of life

To punish employer for egregious or willful conduct

Employer Information

Determines statutory cap on compensatory + punitive damages

Claim Types (Select All That Apply)

Claim type affects available damages and applicable caps

Attorney Fee Arrangement

Contingency fees are deducted from your total recovery

Damages Estimate

Enter your claim details and click "Calculate" to see your estimated damages breakdown.

Understanding EEOC Damages by Type

Back Pay

Back pay compensates for wages lost from the date of the discriminatory act (e.g., termination) through the date of judgment or settlement. It includes salary, bonuses, benefits, and raises you would have received. Back pay is an equitable remedy and is not subject to statutory caps under any federal anti-discrimination statute. Courts may reduce back pay if the employee failed to mitigate damages by seeking comparable employment.

Uncapped - All Statutes

Front Pay

Front pay compensates for future lost earnings when reinstatement to your former position is not feasible. It covers the period from judgment forward, typically one to five years depending on factors like the employee's age, likelihood of finding comparable work, and career trajectory. Like back pay, front pay is an equitable remedy and is not subject to the Title VII or ADA compensatory/punitive damages cap.

Uncapped - Equitable Remedy

Compensatory Damages

Compensatory damages cover non-economic harm such as emotional distress, mental anguish, inconvenience, loss of enjoyment of life, and other non-pecuniary losses. Under Title VII and the ADA, compensatory damages (combined with punitive) are subject to caps based on employer size. Under Section 1981, there is no cap. The ADEA does not allow compensatory damages for emotional distress.

Capped Under Title VII / ADA Uncapped Under Section 1981

Punitive Damages

Punitive damages punish employers who act with malice or reckless indifference to the employee's federally protected rights. Available under Title VII, ADA, and Section 1981. Under Title VII and ADA, punitive damages share the same combined cap with compensatory damages. Under Section 1981, there is no cap. Punitive damages are not available under the ADEA or against government employers.

Capped Under Title VII / ADA Uncapped Under Section 1981 Not Available Under ADEA

ADEA Liquidated Damages

The Age Discrimination in Employment Act provides a unique remedy: liquidated damages equal to the amount of back pay for willful violations. This effectively doubles the back pay award. A violation is "willful" when the employer knew or showed reckless disregard for whether its conduct violated the ADEA. Liquidated damages under the ADEA replace compensatory and punitive damages, which are not available under this statute.

ADEA Only Equal to Back Pay (Willful)

Frequently Asked Questions

What is the cap on compensatory and punitive damages under Title VII?
Title VII and the ADA impose combined caps on compensatory and punitive damages based on employer size: $50,000 for employers with 15-100 employees, $100,000 for 101-200 employees, $200,000 for 201-300 employees, and $300,000 for employers with 301 or more employees. These caps do not apply to back pay or front pay, which are equitable remedies. If you also have a Section 1981 claim (race discrimination), the caps do not apply to damages recovered under that statute.
Are there damage caps under Section 1981 race discrimination claims?
No. Section 1981 does not impose any caps on compensatory or punitive damages. This is one of the key advantages of bringing a Section 1981 claim alongside Title VII for race discrimination. While Title VII caps combined compensatory and punitive damages at $300,000 (for the largest employers), Section 1981 allows unlimited recovery. However, Section 1981 only applies to race discrimination claims, not sex, religion, national origin, disability, or age.
What damages are available under the ADEA for age discrimination?
The ADEA allows back pay, front pay, and liquidated damages. Liquidated damages equal the back pay amount and are available when the employer's violation was willful, effectively doubling the back pay. However, the ADEA does not provide compensatory damages for emotional distress or punitive damages. This is why many age discrimination plaintiffs also bring state law claims, which may allow broader damage categories. Some courts have also awarded front pay under the ADEA when reinstatement is not practical.
Is back pay subject to the Title VII damages cap?
No. Back pay is classified as an equitable remedy, not a legal remedy, and is therefore not subject to the statutory cap on compensatory and punitive damages under Title VII or the ADA. The same is true for front pay. This distinction matters significantly for high-income earners or employees with long periods of unemployment following discrimination. Back pay can include lost salary, bonuses, commissions, raises, retirement contributions, insurance benefits, and any other employment benefits that were lost.
How are attorney fees handled in EEOC discrimination cases?
Under Title VII, ADA, ADEA, and Section 1981, prevailing plaintiffs are generally entitled to recover reasonable attorney fees from the employer, in addition to damages. This fee-shifting means attorney fees are separate from your damages award. However, in contingency fee arrangements, the attorney takes a percentage of the total recovery, which reduces your net amount. If your attorney works on an hourly basis, you pay fees separately but may recover those fees from the employer if you prevail. Pro se litigants typically cannot recover attorney fees.

Important Legal Disclaimer

This calculator provides rough estimates for educational purposes only. Actual damages in EEOC cases depend on numerous factors including evidence, jurisdiction, judge or jury determinations, mitigation efforts, and settlement negotiations. Damages caps and rules can vary by circuit and are subject to change. State law claims may provide additional or different remedies. This tool is not legal advice. Consult a qualified employment attorney for guidance specific to your case.

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