The EEO-1 online Filer Support Message Center (i.e., filer help desk) will also be available on Tuesday, October 31, 2023, to assist filers with any inquiries they may have regarding the 2022 collection. The EEO-1 online Filer Support Message Center (i.e., filer help desk) will also be available beginning Tuesday, October 31, 2023, to assist filers with any inquiries they may have regarding the 2022 collection. All of the laws enforced  by EEOC, except for the Equal Pay Act, require you to file a Charge of  Discrimination with us before you can file a job discrimination lawsuit against your employer.

1. The name of your organization as it appears in the Charge of Discrimination filed with EEOC is shown here.
2. Keep in mind that the EEOC process takes time, so there will be gaps between entries about your charge in the Online Charge Status System.
3. The “data file upload” option requires uploading a data file using the 2022 EEO-1 Component 1 Data File Upload Specifications.
4. As part of its ongoing modernization efforts and in response to feedback from filers in prior collections, the EEOC’s Office of Enterprise Data and Analytics (OEDA) has redesigned the EEO-1 Component 1 Instruction Booklet to better meet the needs of filers.
5. Simply file your charge(s) with the EEOC district office in the city or state closest to your employer’s U.S.-based headquarters.
6. The laws enforced by the EEOC require the agency to notify the employer that a  charge has been filed against it.

A company with more than 14 employees is subject to the EEOC stepping in. Every employee has the right to file an EEOC complaint, not just those who feel they have been discriminated against. EEOC complaints are handled by the Equal Employment Opportunity Commission (EEOC), the body responsible for investigating discrimination complaints based on religion, race, national origin, color, age, sex, and disability. The 2022 EEO-1 Component 1 Data Collection is tentatively scheduled to open in Fall of 2023.

Updates regarding the 2023 EEO-1 Component 1 data collection, including the opening date, will be posted to as they become available. It usually operates through a network of offices and places strict deadlines for complaint filing, typically ranging from around 90 days and up to almost a year. Employees are advised to pay close attention to the deadline when deciding to file against something they believe is illegal or discriminatory in the workplace.

U.S. Equal EmploymentOpportunity Commission

You may also file a complaint as a U.S. citizen employed by a U.S.-based company that operates abroad. Simply file your charge(s) with the EEOC district office in the city or state closest to your employer’s U.S.-based headquarters. If the EEOC does not have the legal authority to address your situation, we will refer you to other agencies that may be able to help you. If your answers suggest that the EEOC can address your situation, the system will instruct you to create a secure online account, answer a few more questions, and schedule an appointment for an intake interview with an EEOC staff member. The information you provide to the  EEOC is confidential and will not be sent to your employer during the EEOC’s investigation.

When you file your discrimination claim with the EEOC, be aware that the agency pursues only a small fraction of the charges it receives. If the EEOC does not act on your complaint within 180 days, you are responsible for requesting a right-to-sue letter that authorizes you to file a lawsuit in federal court against the offending employer. If you are a federal employee, look at the agency’s Overview of the Federal Sector EEO Complaint Process. The EEOC’s online assessment tool is designed to help determine whether filing charges with the agency is the best course of action. The employer will get the opportunity to tell the story from their perspective when the EEOC asks for a “statement of position.” But even so, these complaints can cost employers time, effort, and money.

Chapter 1  Notice Of Charge of Discrimination

EEOC launched the system nationwide on November 1, 2017, after piloting the system in five EEOC offices since March 13, 2017. Please be advised that the Message Center is no longer accepting any requests for assistance. The Message eeoc portal Center will resume normal operations immediately prior to the opening of the 2025 EEO-4 data collection. Updates regarding the 2025 EEO-4 data collection, including the opening date, will be posted to as they become available.

EEOC Actions

The name of your organization as it appears in the Charge of Discrimination filed with EEOC is shown here. If the EEOC was able to obtain a valid email address for your organization, your organization’s contact, or organization’s legal representative, the Notice is sent as an email. If the EEOC doesn’t resolve the problem with one of the above methods, it can choose to file a lawsuit against the employer for you. When you file your charge of retaliation, you need to review the incident (and include when it happened and who the responsible person was).

Employers / Small Business

Rather, as part of this routine three-year clearance for Component 1 under the PRA, the EEOC seeks OMB approval of measures that streamline and modernize how the current EEO-1 Component 1 workforce demographic data are collected from employers. However, filers may continue to login to the EEO-4 Online Filing System (OFS) to access historical report(s). However, filers may continue to login to the EEO-1 Component 1 Online Filing System (OFS) to access historical report(s). Updates regarding the 2023 EEO-1 Component 1 data collection, including the opening date, will be posted to as updates become available. Currently, Position Statements, general correspondence (“Other Correspondence”), and RFI responses may be submitted to EEOC through the Portal.

A common fear is that their employer might now be “afraid of them” and can take this opportunity to let them go or fire them, for example. In the aftermath of a complaint, both sides will need to monitor behavior more closely, and any and all actions will be more carefully documented during this time. Once you receive the right-to-sue letter, you have only a short period (90 days) to file a lawsuit, so be mindful of the deadlines for the Title VII process. The EEOC’s out-of-pocket expenses are limited by law to $5,000 per lawsuit—thousands of dollars less than it typically costs to take an employment discrimination case to court. The EEOC may sue the employer if the employer does not mediate, or if the EEOC determines the case goes beyond what mediation could offer and is far more serious.

How Do I Use the Online System to Check the Status of a Charge?

From there, the process will turn into a formal investigation, which can cost more money and time. A typical EEOC investigation period lasts six months, but each case varies. Official websites use .govA .gov website belongs to an official government organization in the United States. You may view and/or download a copy of the https://adprun.net/ signed Charge of Discrimination that was filed with EEOC from the Charge of Discrimination Page (Chapter 5, Figure 6). The EEOC Charge Number, charging party’s name, and the statutes and circumstances (i.e., bases) of the alleged employment discrimination are displayed on the page, along with a link to the copy of the Charge.

If you have 60 days or  fewer in which to file a timely charge, the EEOC Public Portal will provide special directions for quickly providing necessary information to the EEOC and how to file your charge quickly. Or, go to Find Your Nearest Office and enter your zip code for the contact information of the EEOC office closest to you. After you submit an inquiry, the EEOC will contact you and assist you in filing a charge.

As part of its ongoing modernization efforts and in response to feedback from filers in prior collections, the EEOC’s Office of Enterprise Data and Analytics (OEDA) has redesigned the EEO-1 Component 1 Instruction Booklet to better meet the needs of filers. The Instruction Booklet consolidates existing filer-support materials, including frequently asked questions (FAQs) and fact sheets, into a single resource for filers and provides additional information to clarify reporting requirements. Like the dedicated EEO-1 Component 1 website launched by the EEOC in 2021, the updated Instruction Booklet will serve as a “one-stop-shop” containing important information for new and returning filers. The EEO-4 report is a mandatory biennial data collection that requires all state and local governments with 100 or more employees to submit workforce demographic data to the EEOC.