Who enforces the Equal Opportunity Act?

Does filing a complaint with the FTC do anything?

Yes, filing a complaint with the Federal Trade Commission (FTC) does something important: your report goes into a database (Consumer Sentinel) shared with law enforcement to spot fraud patterns, build cases, and stop bad actors, even though the FTC doesn't resolve individual complaints for you, they use data to take action against companies and scams, and your report can help get money back for consumers in larger cases. 

Who is in charge of the EEOC?

On November 6, 2025, President Trump named Andrea Lucas as the Chair of the Equal Employment Opportunity Commission (EEOC). Lucas has served as Acting Chair of the EEOC since being appointed to that position by President Trump in January 2025.

What are the odds of winning an EEOC complaint?

Winning an EEOC case is statistically difficult, with most cases ending in dismissal or settlement, not a full trial victory for the employee; only a small percentage (around 1-2%) go to trial, though many settlements offer favorable outcomes (monetary/policy changes) before that stage, with some sources suggesting ~20-30% resolution through mediation/settlement and 63% of filers losing their jobs overall. Success heavily depends on case strength, evidence, and the EEOC's discretion, with the agency often focusing on strong, high-value claims. 

What are examples of EEO violations?

EEO (Equal Employment Opportunity) violations involve discrimination or retaliation based on protected characteristics like race, gender, religion, age (40+), disability, or national origin, with examples including refusing to hire someone due to their race, sexual harassment (unwanted advances, slurs), denying promotions to pregnant women, unequal pay, or firing someone for reporting discrimination (retaliation). These actions violate laws enforced by the EEOC and cover hiring, firing, pay, training, and workplace conditions, including harassment and failure to provide reasonable accommodations. 

What are 5 examples of unfair discrimination?

Five examples of unfair discrimination include being passed over for promotion due to race or gender (racial/gender bias), paying women less for the same job as men (unequal pay), denying reasonable accommodations for a disability (disability discrimination), harassing someone for their sexual orientation (sexual orientation discrimination), or retaliating against an employee for reporting harassment (retaliation). These actions unfairly disadvantage individuals based on protected traits rather than merit, violating laws like Title VII. 

What is considered EEO violation?

Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including transgender status, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.

What's the difference between EEO and EEOC?

EEO complaints are filed within an organization, aiming to resolve the issue internally, while EEOC complaints are filed with the federal agency responsible for investigating and enforcing anti-discrimination laws, and they can lead to legal action if necessary.

Can I be fired for filing an EEOC complaint?

No. When you file a job discrimination complaint with the EEOC or otherwise participate in an EEOC investigation or lawsuit, you are protected against retaliation regardless of the validity or reasonableness of the original allegation of discrimination.

What did Trump do to EEOC?

On January 20, 21, and 29, 2025, President Trump issued a series of executive orders restoring even-handed civil rights enforcement and directing the federal government, including the EEOC, to combat serious patterns of discrimination and harassment that have gone unchecked for too long: Executive Order 14148: Initial ...

What are the 4 types of discrimination under the Equality Act?

If you're disabled. If you're disabled under the Equality Act, you're protected from all the main types of discrimination - direct discrimination, indirect discrimination, harassment and victimisation. You can check if you're disabled under the Equality Act.

What is the average payout for age discrimination lawsuit?

Average age discrimination settlement amounts in California range from $100,000 to $500,000 or more, depending on the unique circumstances of each case. Several factors can significantly influence these settlement amounts: Evidence Quality. Economic Damages.

What qualifies for an EEO complaint?

An EEOC complaint qualifies if you believe you were discriminated against or harassed at work due to your race, color, religion, sex (including pregnancy, sexual orientation, transgender status), national origin, disability, age (40+), or genetic information, covering actions like hiring, firing, promotions, pay, harassment, or failure to accommodate, with specific legal time limits for filing that must be met before you can sue.
 

What are 5 automatically unfair dismissals?

Automatically unfair reasons for dismissal

family, including parental leave, paternity leave (birth and adoption), adoption leave or time off for dependants. acting as an employee representative. acting as a trade union representative. acting as an occupational pension scheme trustee.

What are 5 examples of unsafe conditions?

Examples of Unsafe Working Conditions in the Workplace:

• Inadequate or malfunctioning warning systems (or lack of such a system)
• Flooring that has debris, water, or slippery substances that create a hazard.
• Blocked safety exits.
• Equipment that is not maintained or not working properly.
• Failure to have safety guards.

How expensive is it to sue your employer?

Suing your employer can cost anywhere from nothing upfront (on contingency) to tens of thousands of dollars, depending on your fee agreement with an attorney, as lawyers often work for a percentage (33-40%) of your winnings, covering initial costs like filing and expert fees themselves, only to be reimbursed if you win. If you pay hourly, expect $200 to $600+ per hour, and case costs like experts, depositions, and court fees add up quickly, potentially reaching high figures in complex, long-fought cases, though many settle for sums like $45,000 or more. 

What is the 80% rule in discrimination?

The 80% Rule, or Four-Fifths Rule, is an EEOC guideline to spot potential hiring discrimination: if a protected group (like a race, sex, or ethnic group) is selected at less than 80% the rate of the most favored group, it suggests "adverse impact," requiring the employer to justify the practice as job-related and necessary. It's a statistical tool, not definitive proof, indicating when further investigation into disparate impact is warranted in employment decisions.
 

Do companies care about EEOC complaints?

Ultimately, an EEOC complaint can hurt a California employer in multiple ways, and while most employers will do everything they can to avoid financial liability and reputational damage, they must accept the consequences of the practices they have used that have harmed their employees.

How long does an EEOC investigation take?

An EEOC investigation typically takes around 10 months on average, but can range from a few months for simple cases (or if mediation resolves it quickly) to over a year or even longer for complex matters, depending on caseload, cooperation, and case specifics like the number of witnesses and documents needed. While 180 days is a target for some federal sector complaints, general charges can vary significantly. 

What is the average EEOC settlement amount?

The average EEOC settlement is around $40,000, but this figure hides wide variations, with many cases settling for less (like $26,500 in mediation in 2021) and severe cases reaching six or seven figures, while federal caps limit damages based on employer size ($50k-$300k). Actual amounts depend heavily on case specifics, evidence strength, attorney skill, jurisdiction, and employer size, with strong cases often resolving for $50k-$200k+. 

Who investigates the EEOC?

The OIG has jurisdiction to review the programs and personnel of the EEOC. The OIG fulfills this mission, in part, through auditing, evaluating, and investigating EEOC programs and issuing reports of its findings.