Know Your Rights:

Workplace Discrimination is Illegal

The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from 

discrimination in employment. If you believe you’ve been discriminated against at work or in applying for 

a job, the EEOC may be able to help.

Who is Protected? 

• Employees (current and

former), including managers

and temporary employees

• Job applicants

• Union members and

applicants for membership

in a union

What Types of Employment Discrimination 

are Illegal? 

Under the EEOC’s laws, an employer may not discriminate against 

you, regardless of your immigration status, on the bases of:

• Race

• Color

• Religion

• National origin

• Sex (including pregnancy,

childbirth, and related medical

conditions, sexual orientation,

or gender identity)

• Age (40 and older)

• Disability

• Genetic information

(including employer requests

for, or purchase, use, or

disclosure of genetic tests, 

genetic services, or family 

medical history)

• Retaliation for filing a

charge, reasonably

opposing discrimination,

or participating in a

discrimination lawsuit,

investigation, or proceeding

• Interference, coercion, or

threats related to exercising

rights regarding disability

discrimination or pregnancy

accommodation

What Organizations are Covered?

• Most private employers

• State and local governments

(as employers)

• Educational institutions

(as employers)

• Unions

• Staffing agencies

What Employment Practices can be Challenged 

as Discriminatory?

All aspects of employment, including:

• Discharge, firing, or lay-off

• Harassment (including

unwelcome verbal or

physical conduct)

• Hiring or promotion

• Assignment

• Pay (unequal wages or

compensation)

• Failure to provide

reasonable accommodation

for a disability; pregnancy,

childbirth, or related medical

condition; or a sincerely-held

religious belief, observance

or practice

• Benefits

• Job training

• Classification

• Referral

• Obtaining or disclosing

genetic information of

employees

• Requesting or disclosing medical

information of employees

• Conduct that might reasonably

discourage someone from

opposing discrimination, filing

a charge, or participating in an 

investigation or proceeding

• Conduct that coerces,

intimidates, threatens, or

interferes with someone

exercising their rights, or

someone assisting or

encouraging someone else

to exercise rights, regarding

disability discrimination

(including accommodation)

or pregnancy accommodation

What can You Do if You Believe Discrimination has Occurred?

Contact the EEOC promptly if you suspect discrimination. Do not delay, because there are strict time limits for filing a charge of 

discrimination (180 or 300 days, depending on where you live/work). You can reach the EEOC in any of the following ways:

Submit an inquiry through the EEOC’s public portal: 

https://publicportal.eeoc.gov/Portal/Login.aspx

Call 1–800–669–4000 (toll free) 

1–800–669–6820 (TTY) 

1–844–234–5122 (ASL video phone)

Visit an EEOC field office (information at 

www.eeoc.gov/field-office) 

E-Mail info@eeoc.gov

Additional information about the EEOC, 

including information about filing a charge of 

discrimination, is available at www.eeoc.gov.
EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS

The Department of Labor’s Office of Federal Contract 

Compliance Programs (OFCCP) enforces the nondiscrimination 

and affirmative action commitments of companies doing business 

with the Federal Government. If you are applying for a job with, 

or are an employee of, a company with a Federal contract or 

subcontract, you are protected under Federal law from 

discrimination on the following bases:

Race, Color, Religion, Sex, Sexual Orientation, 

Gender Identity, National Origin 

Executive Order 11246, as amended, prohibits employment 

discrimination by Federal contractors based on race, color, 

religion, sex, sexual orientation, gender identity, or national

origin, and requires affirmative action to ensure equality of 

opportunity in all aspects of employment.

Asking About, Disclosing, or Discussing Pay

Executive Order 11246, as amended, protects applicants and 

employees of Federal contractors from discrimination based on 

inquiring about, disclosing, or discussing their compensation or 

the compensation of other applicants or employees.

Disability 

Section 503 of the Rehabilitation Act of 1973, as amended, 

protects qualified individuals with disabilities from discrimination 

in hiring, promotion, discharge, pay, fringe benefits, job 

training, classification, referral, and other aspects of employment 

by Federal contractors. Disability discrimination includes not 

making reasonable accommodation to the known physical or 

mental limitations of an otherwise qualified individual with a 

disability who is an applicant or employee, barring undue 

hardship to the employer. Section 503 also requires that 

Federal contractors take affirmative action to employ and 

advance in employment qualified individuals with disabilities 

at all levels of employment, including the executive level. 

Protected Veteran Status

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, 

as amended, 38 U.S.C. 4212, prohibits employment discrimination 

against, and requires affirmative action to recruit, employ, and 

advance in employment, disabled veterans, recently separated 

veterans (i.e., within three years of discharge or release from 

active duty), active duty wartime or campaign badge veterans, 

or Armed Forces service medal veterans.

Retaliation

Retaliation is prohibited against a person who files a complaint 

of discrimination, participates in an OFCCP proceeding, or 

otherwise opposes discrimination by Federal contractors 

under these Federal laws.

Any person who believes a contractor has violated its 

nondiscrimination or affirmative action obligations under 

OFCCP’s authorities should contact immediately:

The Office of Federal Contract Compliance Programs (OFCCP)

U.S. Department of Labor

200 Constitution Avenue, N.W.

Washington, D.C. 20210 

1–800–397–6251 (toll-free)

If you are deaf, hard of hearing, or have a speech disability, please dial 

7–1–1 to access telecommunications relay services. OFCCP may also 

be contacted by submitting a question online to OFCCP’s Help Desk 

at https://ofccphelpdesk.dol.gov/s/, or by calling an OFCCP regional 

or district office, listed in most telephone directories under U.S. 

Government, Department of Labor and on OFCCP’s “Contact Us” 

webpage at https://www.dol.gov/agencies/ofccp/contact.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

Race, Color, National Origin, Sex

In addition to the protections of Title VII of the Civil Rights Act 

of 1964, as amended, Title VI of the Civil Rights Act of 1964, as 

amended, prohibits discrimination on the basis of race, color 

or national origin in programs or activities receiving Federal 

financial assistance. Employment discrimination is covered by 

Title VI if the primary objective of the financial assistance is 

provision of employment, or where employment discrimination 

causes or may cause discrimination in providing services under 

such programs. Title IX of the Education Amendments of 1972 

prohibits employment discrimination on the basis of sex in 

educational programs or activities which receive Federal 

financial assistance.

Individuals with Disabilities

Section 504 of the Rehabilitation Act of 1973, as amended, 

prohibits employment discrimination on the basis of disability 

in any program or activity which receives Federal financial assistance. 

Discrimination is prohibited in all aspects of employment against 

persons with disabilities who, with or without reasonable 

accommodation, can perform the essential functions of the job.

If you believe you have been discriminated against in a program 

of any institution which receives Federal financial assistance, 

you should immediately contact the Federal agency providing 

such assistance.

(Revised 6/27/2023)