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EEOC Complaints: Process, Timeline, and Outcomes

The Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws at work. This page explains who the EEOC covers, how the complaint process works, how long it takes, and what outcomes you can expect.

What the EEOC Covers

  • Federal laws: Title VII, ADA, ADEA, EPA, GINA
  • Employers generally with 15+ employees (20+ for ADEA)
  • Discrimination/harassment based on protected characteristics, and retaliation for reporting or participating in an investigation

See also: EEOC Retaliation • Hostile Work Environment • How to File

EEOC vs. State/Local Fair Employment Agencies (FEPAs)

  • Many states have FEPAs with similar protections and their own deadlines
  • Filing with one can often dual-file with the other
  • State choice can affect the 180 vs 300-day filing window

Related: EEOC Deadlines

EEOC Complaint Process (Step-by-Step)

  1. Intake (questionnaire, screening, venue check)
  2. Charge of Discrimination filed (deadlines apply)
  3. Employer notice and response
  4. Mediation (optional but common)
  5. Investigation (evidence requests, interviews)
  6. Determination (cause/no cause)
  7. Conciliation (if cause)
  8. Notice of Right to Sue (if no cause or upon request after certain stages)

Details: How to File • Investigation Timeline • Mediation • Right to Sue Letter

Outcomes You Can Expect

  • No-cause determination (you still typically receive a right-to-sue letter)
  • Cause finding and conciliation (settlement efforts)
  • Right-to-sue notice (90-day federal court clock)

When EEOC Is the Right Path

  • You allege discrimination/harassment/retaliation covered by federal law
  • Your employer meets coverage thresholds
  • You are within the filing deadline

If in doubt, file promptly to preserve rights. Deadlines are short. See EEOC Deadlines.

Where to File

Frequently Asked Questions (FAQ)

  • When will my employer be notified? Usually soon after the EEOC accepts and serves your signed charge.
  • Do I need a lawyer to file? No. However, counsel can help frame claims, preserve evidence, and evaluate mediation vs. litigation.
  • Can I file anonymously? No. Employers receive a copy of the charge and must be able to respond.
  • Will my charge be dual-filed with my state agency? In many states, yes, under work-sharing agreements. This can extend deadlines to 300 days.
  • Should I choose mediation or investigation? Mediation is faster and confidential; investigation builds a record but can take longer.
  • What happens after a “no cause” finding? You typically receive a Right-to-Sue letter and have 90 days to file in court.

Key Laws and Guidance

  • Title VII (race, color, religion, sex, national origin)
  • ADA (disability)
  • ADEA (age 40+)
  • EPA (equal pay)
  • GINA (genetic information)

Sources

Disclaimer: This page provides general information, not legal advice. Laws change and vary by state. Consult a licensed employment attorney for advice about your situation.