EEOC workplace rights — by state
Browse by state
- Alabama — 2 EEOC offices
- Alaska — 0 EEOC offices
- Arizona — 1 EEOC office
- Arkansas — 1 EEOC office
- California — 6 EEOC offices
- Colorado — 1 EEOC office
- Connecticut — 0 EEOC offices
- Delaware — 0 EEOC offices
- District of Columbia — 1 EEOC office
- Florida — 2 EEOC offices
- Georgia — 2 EEOC offices
- Hawaii — 1 EEOC office
- Idaho — 0 EEOC offices
- Illinois — 1 EEOC office
- Indiana — 1 EEOC office
- Iowa — 0 EEOC offices
- Kansas — 1 EEOC office
- Kentucky — 1 EEOC office
- Louisiana — 1 EEOC office
- Maine — 0 EEOC offices
- Maryland — 1 EEOC office
- Massachusetts — 1 EEOC office
- Michigan — 1 EEOC office
- Minnesota — 1 EEOC office
- Mississippi — 1 EEOC office
- Missouri — 1 EEOC office
- Montana — 0 EEOC offices
- Nebraska — 0 EEOC offices
- Nevada — 1 EEOC office
- New Hampshire — 0 EEOC offices
- New Jersey — 1 EEOC office
- New Mexico — 1 EEOC office
- New York — 2 EEOC offices
- North Carolina — 3 EEOC offices
- North Dakota — 0 EEOC offices
- Ohio — 2 EEOC offices
- Oklahoma — 1 EEOC office
- Oregon — 0 EEOC offices
- Pennsylvania — 2 EEOC offices
- Puerto Rico — 1 EEOC office
- Rhode Island — 0 EEOC offices
- South Carolina — 1 EEOC office
- South Dakota — 0 EEOC offices
- Tennessee — 2 EEOC offices
- Texas — 4 EEOC offices
- Utah — 0 EEOC offices
- Vermont — 0 EEOC offices
- Virginia — 2 EEOC offices
- Washington — 1 EEOC office
- West Virginia — 0 EEOC offices
- Wisconsin — 1 EEOC office
- Wyoming — 0 EEOC offices
Recent fee, deadline, and contact context (2025-2026)
The Equal Employment Opportunity Commission (EEOC) received 88,531 new workplace-discrimination charges in FY 2024. The agency secured nearly $700 million in monetary relief for more than 21,000 people, including: over $469.6 million for 13,516 private-sector and state/local-government workers through mediation, conciliation and settlements, more than $190 million for 3,041 federal employees and applicants, and over $40 million for 4,304 individuals through litigation.
Deadlines: 180 days from the discrimination event to file an EEOC charge (300 days if your state has a Fair Employment Practices Agency / FEPA). For Equal Pay Act claims: 2 years (3 years for willful violations). For ADA failure-to-accommodate: 180 days from the most recent denial.
Settlements can include: back pay (up to 2 years), front pay, reinstatement, hiring, compensatory damages (capped at $50,000-$300,000 by employer size for Title VII), punitive damages (intentional discrimination), and attorneys’ fees. The EEOC public portal at publicportal.eeoc.gov supports filing in English and Spanish. Reach the EEOC at 1-800-669-4000 (TTY 1-800-669-6820; ASL video phone 1-844-234-5122).
Immigration-status protection is statutory: EEOC has investigated and recovered for undocumented workers (e.g., Hoffman Plastic Compounds v. NLRB 2002 limited back-pay for undocumented but other remedies remain). USCIS Form I-9 violations by employers are separately enforceable through the Department of Justice’s Immigrant and Employee Rights Section (IER); call 1-800-255-7688 or osc.crt@usdoj.gov.