1) Confirm Coverage
- Employer has 15+ employees (20+ for age claims).
- Alleged conduct happened within the filing deadline (see Step 2).
- Your issue fits a protected basis (race, sex, disability, age, etc.).
2) Mind the Deadlines
- 180 days from the last incident (up to 300 days in many states).
- For federal employees, different timelines apply (see Step 7).
3) Gather Key Facts & Evidence
- What happened, who was involved, when/where, and any witnesses.
- Keep texts, emails, screenshots, policies, write-ups, performance reviews.
- Note how you were harmed (pay, hours, promotion, termination, etc.).
4) File the Charge
Open an account in the EEOC Public Portal and submit your intake questionnaire/charge.
5) Mediation (Optional)
Many cases are offered free, confidential mediation early in the process.
6) Investigation
- Employer is notified; both sides may upload evidence in the portal.
- Respond quickly to EEOC requests; update your contact info.
7) Special: Federal Employees
First contact an EEO Counselor within 45 days of the incident.
8) Determination & Next Steps
- Dismissal/Notice of Rights (right-to-sue) or reasonable cause finding.
- Options may include settlement, conciliation, or litigation timelines.