U.S. Equal Employment Opportunity Commission

U.S. Equal Employment Opportunity Commission Welcome to the official page of the U.S. EEOC. The EEOC enforces federal laws prohibiting employment discrimination.

“Despite expressing in advance that being separated from her white colleagues during a DEI training would make her uncom...
08/14/2026

“Despite expressing in advance that being separated from her white colleagues during a DEI training would make her uncomfortable, a black employee was subjected exactly to that treatment.” said acting EEOC General Counsel Catherine L. Eschbach.

The EEOC has filed a lawsuit against Washington University alleging that the university fired an employee after she complained of race discrimination related to mandatory DEI training

The lawsuit reflects the EEOC’s commitment to combating race discrimination—including discrimination related to diversity, equity and inclusion initiatives—and protecting employees who raise concerns about discrimination.

Learn more: https://www.eeoc.gov/newsroom/eeoc-sues-washington-university-retaliation

National origin discrimination is against the law. Title VII protects all workers, including American workers.The EEOC c...
08/11/2026

National origin discrimination is against the law. Title VII protects all workers, including American workers.

The EEOC continues to enforce federal protections against national origin discrimination. Recently, the agency filed two lawsuits alleging violations of Title VII, including allegations of discrimination against non-Chinese workers at 99 Ranch Market and qualified American and non-Hispanic applicants seeking janitorial jobs in Colorado.

National origin discrimination can take many forms, including discrimination in hiring, firing, promotions, pay, job assignments, harassment, and other terms and conditions of employment.

Learn more about national origin discrimination, workers' rights, and how to recognize and report it: https://www.eeoc.gov/national-origin-discrimination

“No one should have to choose between their livelihood and their right to be treated with respect.” These words from a f...
08/11/2026

“No one should have to choose between their livelihood and their right to be treated with respect.” These words from a former employee of Miller’s Grill are a powerful reminder of why federal workplace protections matter.

The EEOC recently resolved a s*xual harassment and retaliation lawsuit against Miller’s Grill. According to the lawsuit, a female manager was subjected to repeated s*xual harassment by the restaurant’s owner and was removed from the work schedule after opposing the harassment.

Title VII of the Civil Rights Act prohibits s*xual harassment in the workplace and retaliation against employees who report or oppose unlawful harassment.

Every worker has the right to be treated fairly—and to raise concerns about unlawful treatment without fear of losing their job.

Read about the case: https://www.eeoc.gov/newsroom/millers-grill-settles-eeoc-s*xual-harassment-lawsuit

And learn more about s*xual harassment and workers’ rights at https://www.eeoc.gov/s*xual-harassment.

Equal pay for equal work is a right protected by federal law.The EEOC recently resolved a lawsuit alleging that manufact...
08/07/2026

Equal pay for equal work is a right protected by federal law.

The EEOC recently resolved a lawsuit alleging that manufacturing company, LeachGarner, routinely assigned women to lower-paying jobs and paid them less than men for performing similar work.

The settlement provides for:

1. $2.8 million in monetary relief for impacted workers
2. Company review of hiring, job assignment, and compensation practices,
3. Strengthening of equal pay policies, and
4. Annual training on employees’ rights.

Title VII of the Civil Rights Act and the Equal Pay Act prohibit employers from paying employees differently because of s*x. Employment decisions — including hiring, job assignments, promotions, and pay—must be based on legitimate, job-related factors, not gender.

Learn more about equal pay and compensation discrimination at https://www.eeoc.gov/equal-paycompensation-discrimination.

Read about the case: https://www.eeoc.gov/newsroom/leachgarner-pay-28-million-eeoc-pay-discrimination-suit

Title VII of the Civil Rights Act of 1964 protects employees and job applicants from national origin discrimination — in...
08/05/2026

Title VII of the Civil Rights Act of 1964 protects employees and job applicants from national origin discrimination — including Americans.

These protections apply equally to all racial, ethnic, and national origin groups.

National origin discrimination happens when workers are treated unfavorably (or favorably) because they are from a particular country or part of the world. This can include actions such as:

• Discriminatory job ads, including ads that prefer applicants with certain visa statuses (for example, “H1B preferred”).
• Disparate treatment in hiring, firing, job assignments, pay, training, promotions, or other employment decisions.
• Harassment, including unwelcome remarks or conduct based on national origin.
• Retaliation for opposing discrimination or participating in an investigation.

Before a lawsuit can be filed in federal court, a charge of discrimination must be filed with the EEOC. If you suspect anti-American national origin discrimination, contact the EEOC promptly—there are strict time limits for filing.

Learn more: https://www.eeoc.gov/discrimination-against-american-workers-against-law

Claim Deadline Approaching: August 3, 2026The EEOC resolved a lawsuit against Kickback Jack’s after finding the company ...
07/30/2026

Claim Deadline Approaching: August 3, 2026

The EEOC resolved a lawsuit against Kickback Jack’s after finding the company failed to hire male applicants for front of house roles — including server, bartender, and host positions — across locations in North Carolina, Tennessee, and Virginia.
you may be eligible to file a claim in this settlement.

If you are a male applicant who applied for one of these positions between December 1, 2019, and February 18, 2022, and you were not hired or were hired into a different position, you may be eligible to file a claim.

It is illegal for employers to make hiring decisions based on s*x. This includes refusing to hire applicants, steering them into different roles, or restricting access to job opportunities based on s*x.

If you believe you were affected, contact the EEOC before the August 3rd deadline:
📧 [email protected]
📞 984 900 5910

Read more about the lawsuit: https://www.eeoc.gov/newsroom/kickback-jacks-pay-11-million-refusing-hire-men

36 Years of the Americans with Disabilities ActThe ADA became law on July 26, 1990 (effective July 26, 1992). For 36 yea...
07/26/2026

36 Years of the Americans with Disabilities Act

The ADA became law on July 26, 1990 (effective July 26, 1992). For 36 years, it has protected workers and job applicants with disabilities from discrimination and ensured access to reasonable accommodations, job opportunities, and workplace benefits.

The ADA opened doors for workers with disabilities, and the EEOC continues to enforce its protections for all qualified individuals with disabilities.

In just the past four months, the EEOC resolved 10 cases of alleged disability discrimination in federal court and secured nearly $2.3 million for affected employees.

Learn more: https://www.eeoc.gov/eeoc-disability-related-resources

07/04/2026

As America celebrates its 250th birthday, the EEOC remains committed to protecting equal opportunity in American workplaces.

In FY 2025, more than 7,800 workers and job applicants reported national origin discrimination to the EEOC.

Title VII protects ALL workers from national origin discrimination—including Americans.

The EEOC is attacking anti-American bias in the workplace and actively combatting unlawful preferences for foreign workers over qualified American workers.

Learn more: https://www.eeoc.gov/discrimination-against-american-workers-against-law

61 years ago, the EEOC opened its doors. Today, the agency remains dedicated to strong, evenhanded enforcement of the la...
07/02/2026

61 years ago, the EEOC opened its doors. Today, the agency remains dedicated to strong, evenhanded enforcement of the law, rooted in merit-based opportunity and guided by the founding ideals of our nation. Our mission is clear, and our resolve is unwavering.

On July 2, 1964, the Civil Rights Act of 1964 was signed into law.

Just one year later in 1965, the EEOC opened its doors.

Thanks to Title VII of that act made it unlawful to judge, favor, or penalize any American worker because of race, national origin, s*x, or religion – guaranteeing every citizen would be treated as an individual, endowed with rights by their Creator.

To enforce this protection in the workplace, it established the U.S. Equal Employment Opportunity Commission.

Learn more: https://www.eeoc.gov/history

Northwestern Medicine agreed to pay $325,000 to resolve EEOC allegations that employees were denied religious accommodat...
06/04/2026

Northwestern Medicine agreed to pay $325,000 to resolve EEOC allegations that employees were denied religious accommodations related to the company’s flu vaccine policy.

Employees who requested faith-based exemptions were denied accommodations and denied access to an annual “vaccine incentive bonus,” the EEOC charged.

The settlement agreement also requires:
• Policy revisions
• Employee education
• Management training
• Reporting on future accommodation requests

Title VII of the Civil Rights Act protects employees from religious discrimination and requires employers to reasonably accommodate sincerely held religious beliefs unless doing so would create an undue hardship.

This case serves as an important reminder that workplace policies must respect religious liberty protections under federal law.

Learn more: https://www.eeoc.gov/newsroom/northwestern-medicine-pay-325000-resolve-eeoc-religious-discrimination-charges

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