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For most private-sector and state or local government workplace discrimination concerns, start by submitting an inquiry through the EEOC Public Portal. The EEOC may schedule an interview and request more information before you file a formal charge. An inquiry is not itself a filed charge, so check your deadline immediately and follow the Portal’s urgent instructions if time is short.
Who can file an EEOC charge?
The EEOC accepts charges alleging covered employment discrimination based on race, color, religion, sex—including pregnancy, transgender status, and sexual orientation—national origin, age 40 or older, disability, genetic information, or retaliation. Depending on the circumstances, disability protections can include a right to reasonable accommodation. A charge may concern an employer, union or labor organization, or employment agency. Whether a particular action is covered depends on the law and facts; not every unfair workplace decision is an EEOC claim.
Federal employees and applicants generally use a separate federal-sector complaint process rather than the ordinary Portal charge sequence. See the EEOC’s federal-sector instructions.
How long do I have to file an EEOC charge?
The EEOC’s general deadline is 180 calendar days from the alleged discriminatory act. It can extend to 300 days when a qualifying state or local agency enforces a law prohibiting discrimination on the same basis. For an age discrimination charge, the 300-day extension requires a state age-discrimination law and a state agency or authority that enforces it; a local law alone does not extend that age-claim deadline. See the EEOC’s time-limit guidance.
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Federal employees and applicants generally must contact an agency EEO Counselor within 45 days of the matter they believe is discriminatory. The deadline may be extended in some circumstances, but the process and rules differ from the private-sector route.
Count calendar days, including weekends and holidays. If the deadline falls on a weekend or holiday, the EEOC says it carries to the next business day. Different alleged acts can have different deadlines. An internal grievance, union process, arbitration, or mediation generally does not pause or extend the EEOC filing clock, so do not wait for another process to finish before checking your options.
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The Equal Pay Act has a distinct rule: the EEOC says a charge generally is not required before bringing an Equal Pay Act lawsuit, and different deadlines apply. Other laws enforced by the EEOC generally require a charge first. If your deadline or the law involved is uncertain, contact the EEOC promptly or seek advice from a qualified employment lawyer.
How do I file an EEOC complaint online?
- Record the events and dates. Write down each action you believe was discriminatory, when it happened, and who was involved. Separate events may have separate deadlines.
- Open an inquiry in the EEOC Public Portal. The Portal supports opening an inquiry, managing an existing inquiry or charge, finding guidance, and locating a field office. It uses Login.gov for identity verification.
- Schedule and attend the interview. The EEOC may arrange a telephone, video, or in-person interview. The interview helps the agency assess how to address the concern and whether filing a charge is appropriate; the decision to file belongs to you.
- Provide any requested details and complete the charge. The agency may ask for more information before the formal charge is completed. Follow the Portal instructions to review and submit it.
- Confirm that the charge was filed. Do not treat an inquiry, appointment, or interview as proof that a formal charge has been filed. The EEOC Portal guide explicitly distinguishes submitting an inquiry from filing a charge.
If 60 days or fewer remain, the EEOC says the Portal provides special instructions for supplying information and filing quickly. If a deadline is fast approaching, the agency advises calling 1-800-669-4000 for an immediate interview or visiting an EEOC office. Check current field-office information, since office conditions can vary.
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Can I file by phone, mail, or in person?
A phone call can help start the process, but the EEOC does not take charges by telephone. The agency describes online, in-person, and mail routes; they are not interchangeable in every circumstance, and the right route may depend on your deadline and location.
| Route | What it does | Important consideration |
|---|---|---|
| Public Portal | Usually begins with an inquiry, followed by an interview and charge completion. | An inquiry alone is not a filed charge. Use the urgent instructions if the deadline is near. |
| Phone | Can start the process and help arrange an interview. | The EEOC does not accept charges by telephone; call 1-800-669-4000 if the deadline is fast approaching. |
| Can be used to submit a written charge. | The written charge needs identifying and factual information and a signature. | |
| In person | You can contact or visit an EEOC field office. | Check current office information before going; office conditions vary. |
| State or local agency (FEPA) | A Fair Employment Practices Agency may accept a complaint under local or state law. | Some agencies have worksharing agreements with the EEOC; confirm the local procedure and whether dual filing applies. |
What information do I need to file a charge?
For a charge submitted by mail, the EEOC asks for the following information. Provide what you know, and identify any details you are unsure of rather than guessing.
- Your name and contact information.
- The respondent’s name and contact information—for example, the employer, union, or employment agency named in the charge.
- The employer’s employee count, if known.
- A short description of the actions you believe were discriminatory, with dates.
- Why you believe discrimination occurred.
- Your signature.
The EEOC warns that an unsigned letter cannot be investigated as a charge. For the agency’s current instructions on mail and other filing routes, see How to File a Charge of Employment Discrimination.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Should I file with a state or local agency too?
State and local Fair Employment Practices Agencies (FEPAs) may enforce laws that prohibit discrimination. The EEOC has worksharing agreements with some FEPAs, and a filing with one agency may automatically be filed with the other where an agreement applies. You can tell a state or local agency that you also want your charge filed with the EEOC. Verify the local agency’s process and any applicable agreement rather than assuming dual filing happens everywhere.
What happens after I file?
Filing a charge is not the same as filing a lawsuit. For Title VII and ADA claims, the EEOC generally requires a Notice of Right to Sue before a federal lawsuit, subject to timing and other conditions. The agency explains how to request the notice through the Portal or in writing from the office handling the charge. Rules differ for age discrimination and Equal Pay Act claims, so confirm the requirements before taking a litigation step. The EEOC’s filing-a-lawsuit guidance explains the distinction.
A lawyer is not required simply to contact the EEOC. If you want help finding counsel, the EEOC lists the American Bar Association’s Lawyer Referral Directory among its resources for people considering a lawsuit.
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