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To file a California workplace discrimination or harassment complaint with the Civil Rights Department (CRD), start by submitting an employment intake form—online through the California Civil Rights System (CCRS), or by email, mail, phone, or in person. CRD screens the intake before deciding whether to accept a formal complaint for investigation. Its general guidance gives three years from the last alleged harm to submit an employment intake, but your specific deadline can depend on your case.
Before you file: check the complaint type and deadline
This guide covers employment complaints, not CRD complaints about housing or other civil-rights issues, which follow different rules. CRD says applicants and employees may file employment discrimination complaints, including applicants to training programs leading to employment. It says employees, applicants, unpaid interns, volunteers, and contractors may file harassment complaints. The agency describes FEHA as covering public and private employers, with employment discrimination protections applying to employers with five or more employees and harassment protections applying in workplaces with even one employee or independent contractor. Exceptions and details may affect coverage; check CRD’s employment FAQ.
CRD’s general guidance is to submit an employment intake within three years of the last harm or alleged discriminatory act. Do not use that general period to calculate a personal deadline: the claim, events, and procedural history can matter. If a deadline may be near, check promptly with CRD or an attorney.
CRD says FEHA protections apply to covered California workers regardless of citizenship or immigration status and that it does not ask about that status. Its FAQ also describes worksharing with the EEOC: a complaint filed with the EEOC is automatically filed with CRD, and a CRD complaint alleging facts that would violate an EEOC-enforced law is automatically filed with the EEOC. The agency says the receiving agency usually investigates; this does not establish that a particular filing satisfies every federal requirement or deadline.
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Gather information and records
Before starting, write down what happened, when it happened, who was involved, and how you believe you were harmed. Identify the employer or other respondent and any witnesses, with contact details if you have them. Specific dates and facts help CRD assess the allegations.
CRD lists documents such as W-2s or 1099s, termination letters, written reprimands, transfer notices, emails, texts, screenshots, grievances, and other relevant records as examples. Medical documentation may be relevant to disability, pregnancy disability, or California Family Rights Act claims. These are examples, not a requirement to have every item before filing. CRD says you can begin in CCRS without all information ready; an unfinished complaint remains available there for 30 days so you can add information.
Choose how to submit the intake
CRD calls online filing through the California Civil Rights System the fastest and easiest method. Its complaint process page explains that submitting an intake begins screening; it is not a finding that unlawful conduct occurred or confirmation that CRD will investigate.
| Method | How to use it | Practical detail |
|---|---|---|
| CCRS online | Create an account with a valid email address, choose the appropriate intake form, and follow the prompts for parties, incident details, and appointment scheduling. | The portal supports appointment scheduling and rescheduling, document uploads, and pausing and resuming a filing within 30 days. |
| Download and complete the appropriate CRD intake form, then email it to contact.center@calcivilrights.ca.gov. | Use the form for the relevant complaint type. | |
| Mail the completed form to Civil Rights Department, 651 Bannon Street, Suite 200, Sacramento, CA 95811. | CRD warns that mail may increase processing time. | |
| Phone | Call 800-884-1684 (voice) or California Relay Service at 711. | CRD lists contact-center hours as Monday through Friday, 8 a.m. to 5 p.m., except state holidays; representatives can help with filing and intake appointment scheduling. |
| In person | CRD lists its Sacramento headquarters and regional offices as options. | Confirm location details with CRD before traveling. |
For current forms and directions, use CRD’s How to File a Complaint page. It states: “The fastest and easiest way is online via the California Civil Rights System (CCRS) portal.”
What happens after you submit
Submitting the intake starts CRD’s intake process, including an interview with a representative. CRD screens the allegations to determine whether they fall under laws it enforces and whether a formal complaint can be accepted for investigation. An intake submission alone is neither acceptance of a formal complaint nor a decision on the merits.
If CRD accepts a formal complaint, it may review information and evidence from you, the respondent, witnesses, and other sources. Depending on the case, the department may try to resolve the dispute through conciliation or its Dispute Resolution Division. It may close a case if it finds no reasonable cause; if it finds reasonable cause, it may consider legal action.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Decide whether to request an immediate Right-to-Sue notice
An immediate Right-to-Sue notice is a different route from asking CRD to investigate. For an employment lawsuit under FEHA, CRD says a person must first file a complaint and obtain a Right-to-Sue notice. You can request the notice through CCRS or submit the printed request form. CRD’s instructions for obtaining a Right-to-Sue notice, dated September 2024, say the notice gives one year from its date to file an employment lawsuit.
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Outbyte PC Repair FREEClear out junk files and repair common Windows errorsFree Scan →Outbyte Driver Updater FREEScan for outdated or missing drivers - takes under a minuteDriver Scan →The central tradeoff is that once CRD issues an immediate notice, it will not investigate the complaint—even if you later decide not to sue. If you want CRD to investigate, understand this consequence before requesting the notice. CRD advises people considering a lawsuit to consult or have an attorney, and says it recommends having an attorney file the lawsuit. Federal EEOC right-to-sue paperwork is separate. The notice or later case-closure correspondence may identify a deadline that applies to your case, so get case-specific advice promptly.
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