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Employment discrimination claims arise when an employer treats a worker unfairly due to a protected characteristic such as race, age, or disability. Before filing suit, most employees must first file a charge with the EEOC within strict deadlines. Remedies can include back pay, damages, and reinstatement.
Employment discrimination occurs when an employer treats a job applicant or employee unfairly because of a legally protected characteristic. Federal law — and most state laws — prohibit this type of treatment in hiring, firing, pay, promotions, job assignments, and other workplace conditions.
Several major federal laws cover employment discrimination:
Many states add further protections, such as for sexual orientation, gender identity, or marital status. Always check your state's specific laws.
If your claim is successful, you may be entitled to:
Damage caps may apply depending on the law and employer size.
Missing a filing deadline can permanently bar your claim. The clock typically starts on the day the discriminatory act occurred. Do not wait — consult an employment attorney as soon as possible after experiencing discrimination.
Disclaimer: This article provides general legal information for U.S. audiences and does not constitute legal advice. Laws vary by state and individual circumstances differ. Consult a licensed attorney for advice specific to your situation.
ROY offers free AI-powered case analysis — get an instant overview of your employment discrimination situation today.
Before suing in federal court, you generally must file a charge with the Equal Employment Opportunity Commission (EEOC). Strict deadlines apply — typically 180 or 300 days from the date of the discriminatory act, depending on your state.
The EEOC will notify your employer and investigate your charge. They may attempt mediation to resolve the matter without litigation.
If the EEOC does not resolve your claim, they issue a "Right to Sue" letter, allowing you to file a lawsuit in federal or state court.
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이 문서는 일반적인 법률 정보 제공 목적으로 작성되었으며, 개별 사건에 대한 법률 자문, 법적 조언, 또는 결과 보장이 아닙니다. 구체적인 법적 사안에 대해서는 반드시 자격을 갖춘 법률 전문가와 상담하시기 바랍니다. ROY Legal Insights는 정보 제공 서비스이며, 법무법인이 아닙니다. 최초 발행일: 2026.08.26.