The Equal Employment Opportunity Commission (EEOC) is the federal agency that handles workplace discrimination charges. If you believe your termination was motivated by your race, sex, age (40+), disability, religion, national origin, or other protected characteristic, filing a charge is often a required first step before you can sue in federal court.
The general process
- Confirm the deadline. EEOC charges are generally subject to strict filing deadlines — often 180 or 300 days from the discriminatory act, depending on your state. Because this varies and matters enormously, confirm your exact deadline with the EEOC or a licensed attorney right away.
- Gather your documentation. Termination letter, performance reviews, emails, and a written timeline of what happened.
- File your charge. This can typically be started online through the EEOC's public portal or in person at a local EEOC office.
- Participate in intake. The EEOC may interview you to clarify the basis of your charge.
- Wait for a determination or mediation offer. The EEOC may offer mediation, investigate, or issue a "right to sue" letter allowing you to pursue the matter in court.
Why timing matters so much
Missing the filing window can permanently bar an otherwise valid claim, regardless of how strong the underlying facts are. If you're even considering this route, don't wait to find out your deadline.
Should you also talk to an attorney?
You can file an EEOC charge on your own, but an attorney can help you frame the charge accurately, gather the right evidence, and evaluate whether state-law claims (which sometimes offer broader protections or damages) apply alongside your federal charge.
Key takeaway
EEOC charges have strict, time-sensitive deadlines. If you believe discrimination played a role in your termination, confirm your filing window immediately rather than waiting.
Recommended reading
Frequently Asked Questions
No, you can file on your own, but an attorney can help ensure the charge is framed correctly and that you don't miss related state-law options.
The EEOC may offer mediation, investigate the charge, or issue a right-to-sue letter, depending on the case.