Since 1965 the United States Equal Employment Opportunity Commission (EEOC) has taken a leading role in preventing workplace discrimination. The agency enforces several federal employment laws that apply to employers, employment agencies, labor unions and, in many cases, businesses with at least 15 employees.
Title VII of the Civil Rights Act of 1964 (Title VII)
This law bars employers from using race, color, national origin, religion, or sex to make hiring, firing, promotion or training decisions. Employers must also provide reasonable accommodations for employees' sincerely held religious practices.
The Pregnancy Discrimination Act
An amendment to Title VII, this act prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
The Equal Pay Act of 1963 (EPA)
The EPA requires that men and women receive equal pay for equal work when performing jobs that require substantially equal skill, effort, and responsibility under similar working conditions.
The Age Discrimination in Employment Act of 1967 (ADEA)
The ADEA protects workers and job applicants who are 40 or older from discrimination based on age in hiring, promotion, discharge, compensation, or terms, conditions, and privileges of employment.
Title I of the Americans with Disabilities Act (ADA)
The ADA covers private-sector, state, and local government employers and prohibits discrimination against qualified individuals with disabilities; employers must provide reasonable accommodations for known physical or mental limitations unless doing so would cause undue hardship.
Sections 102 and 103 of the Civil Rights Act of 1991
These provisions amend Title VII and the ADA to allow plaintiffs in intentional discrimination cases to pursue a jury trial and, where appropriate, recover compensatory and punitive damages.
Sections 501 and 505 of the Rehabilitation Act of 1973
These sections protect qualified federal employees and applicants from disability discrimination and require reasonable accommodations that do not impose undue hardship on the federal workplace.
The Genetic Information Nondiscrimination Act of 2008 (GINA)
Under GINA, employers may not use genetic information—including genetic tests, family medical history, or information about genetic disorders—when making employment decisions.
Most of these laws also prohibit retaliation against individuals who report discrimination, file charges, or participate in investigations or litigation. Employers, HR professionals and staffing firms commonly manage these liability risks through policies and insurance products such as Employment Practices Liability Insurance (EPLI) for Staffing Firms.
Company leaders and boards may also rely on executive-level coverage to address employment-related exposures; see Directors and Officers (D&O) Liability Insurance (including Employment Practices Liability) for examples of that type of protection.
Know your rights and document incidents carefully. If you need help understanding coverage options or reporting a concern, consider reaching out to your broker or talk to an agent.
Frequently Asked Questions
How do I file a discrimination complaint?
You can file a charge with the EEOC online, by mail, or at a local EEOC office; the agency will review and may investigate the claim.
What is retaliation and am I protected?
Retaliation includes adverse actions taken because you complained about discrimination or participated in an investigation, and federal laws generally prohibit such retaliation.
How long do I have to file a charge?
Time limits vary by claim and location; file as soon as possible and check with the EEOC or a qualified advisor about the applicable deadline.
Can an employer require a medical exam?
Employers may request medical information in limited circumstances, but the ADA restricts disability-related inquiries and requires confidentiality and reasonable accommodations where appropriate.