EEOC Deadlines: 180 Days vs. 300 Days Explained
Most discrimination claims have strict EEOC filing deadlines. Learn how the 180-day and 300-day rules work and why timing matters.
Why EEOC Deadlines Matter
Many federal discrimination and retaliation claims require an EEOC charge before a lawsuit. Missing the filing window can block the claim even if the underlying facts are strong.
The 180-Day Rule
The default federal deadline is usually 180 calendar days from the discriminatory act. That clock can start on the date of termination, demotion, denied accommodation, unequal pay decision, harassment incident, or other adverse action.
When 300 Days May Apply
The deadline may extend to 300 calendar days when a state or local agency enforces a law prohibiting discrimination on the same basis. Many states have such agencies, but workers should not assume the longer window applies without checking.
Different Claims Can Have Different Rules
The Equal Pay Act, wage claims, OSHA retaliation claims, FMLA claims, and some whistleblower claims may follow different procedures or shorter deadlines. The safest approach is to identify every possible claim early.
Protect Your Timeline
Create a timeline with exact dates, save the evidence tied to each date, and get a free consult before filing. The wording of the charge can affect what claims you preserve later.
Think You Have a Case?
This article is for informational purposes. For advice specific to your situation, get a free consult with an experienced employment attorney.
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