Check if your workplace situation may constitute illegal discrimination. Understand your rights under federal and state law. Free guide. Not legal advice.
Workplace discrimination is illegal under multiple federal laws — but many workers do not know which situations are legally protected and which are simply unfair. Understanding the difference between illegal discrimination and lawful but unfair treatment determines whether you have a viable claim. This guide explains your rights under EEOC, Title VII, ADA, ADEA, and state laws.
Federal anti-discrimination laws protect against: Race, color, and national origin discrimination (Title VII), Sex and gender discrimination including pregnancy (Title VII, Pregnant Workers Fairness Act), Age discrimination for workers 40+ (ADEA), Disability discrimination (ADA), Religious discrimination (Title VII), Genetic information discrimination (GINA), Retaliation for reporting discrimination or participating in EEOC process.
EEOC complaint process: You must file with EEOC before suing in federal court. Deadline: 180 days from discriminatory act (300 days in states with their own agencies which includes most states). File online at eeoc.gov or in person at local EEOC office. EEOC investigates and may attempt mediation. If EEOC cannot resolve, they issue Right to Sue letter allowing you to file federal lawsuit within 90 days.
Illegal discrimination requires: adverse employment action (fired, demoted, not hired, denied promotion) based on a protected characteristic (race, sex, age 40+, disability, religion, national origin). Being treated unfairly is not illegal unless based on a protected class. A mean boss who treats everyone badly is not discriminating — targeting someone specifically due to their protected characteristic is.
Critical deadlines: Federal EEOC complaint must be filed within 180 days of the discriminatory act — or 300 days in states with their own fair employment agencies which includes California, New York, Texas, Florida, and most other states. Missing this deadline bars your federal claim. State law claims may have different and sometimes longer deadlines.
No — federal law prohibits retaliation for filing EEOC complaints, participating in investigations, or opposing discriminatory practices. Retaliation is itself an illegal employment action. If you are fired or demoted after filing a complaint, document the timeline carefully and report the retaliation to EEOC immediately as a separate charge.
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