Lost wages from date of discrimination to present
Projected future lost wages
Health insurance, retirement contributions, stock options, etc.
Job search costs, medical bills, therapy, moving costs, etc.
Case Details
Anxiety, depression, humiliation, loss of enjoyment of life
Damages to punish employer for egregious conduct
Emails, recorded statements, written policies showing bias
Corroborating witnesses
2
012345+
Written complaints, HR records, performance reviews, timeline
Title VII damages cap based on employer size
How favorable is your court/agency?
3
1 (Unfavorable)3 (Neutral)5 (Very Favorable)
Contingency: typically 33-40% of recovery
Filing fees, depositions, expert witnesses, discovery costs
Your willingness to endure a lengthy legal process
Settlement Analysis
Enter your case details and click "Estimate Settlement Value" to see a comprehensive analysis
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Frequently Asked Questions
The median EEOC mediation settlement falls between $15,000 and $30,000, while the mean settlement ranges from $40,000 to $60,000. However, settlement values vary dramatically based on case strength, damages type, employer size, and jurisdiction. Cases with strong direct evidence and significant economic damages can settle for substantially more.
Settlement value is calculated by combining economic damages (back pay, front pay, lost benefits, out-of-pocket expenses), non-economic damages (emotional distress, punitive damages), and then adjusting by case strength factors such as evidence quality, witness availability, documentation, employer size, and jurisdiction favorability. The result is a range reflecting the uncertainty inherent in litigation.
This depends on your case strength, total damages, litigation costs, and personal willingness to endure a lengthy legal process. Settlement provides certainty and faster resolution, while litigation may yield higher damages but carries significant risk of losing entirely. A cost-benefit analysis comparing net recovery after litigation costs against settlement offers can help guide this decision.
Yes. Under Title VII and the ADA, compensatory and punitive damages are capped based on employer size: $50,000 for employers with 15-100 employees, $100,000 for 101-200 employees, $200,000 for 201-500 employees, and $300,000 for employers with more than 500 employees. These caps do not apply to back pay, front pay, or damages under Section 1981 or state laws.
Key factors that increase EEOC case value include: direct evidence of discriminatory intent (emails, recorded statements), multiple corroborating witnesses, thorough documentation of the discrimination and resulting damages, larger employer size (higher damages caps), the employer having prior EEOC violations, filing in a plaintiff-friendly jurisdiction, and significant provable economic losses such as high salary and extended unemployment.
Important Disclaimer
This calculator provides estimates for educational purposes only. Every case is unique and actual settlement values depend on many factors not captured here. This tool does not constitute legal advice. Consult with a qualified employment attorney for a professional case evaluation. Past results do not guarantee future outcomes.