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How long do I have to file an EEOC discrimination charge?

180 days (extended to 300 days in most states)
Governing law: 42 U.S.C. § 2000e-5(e)(1) (Title VII). Verified: 2026-06-22. This is federal law — the same deadline applies in every state.

What this means

You must file a charge with the EEOC BEFORE you can sue for most workplace discrimination (Title VII, ADA, GINA). The deadline is 180 calendar days from the discriminatory act — extended to 300 days in states that have their own fair-employment agency (most states do). Age-discrimination (ADEA) follows the same 180/300 rule. The Equal Pay Act is the exception: you may sue directly without an EEOC charge.

Important detail

The 180/300-day clock is strict and starts at the date of the discriminatory act, not your last day of work. Missing it usually forfeits the federal claim. After the EEOC issues a Right-to-Sue letter you generally have 90 days to file suit.

Don't risk your deadline

Missing the statute of limitations usually ends your case permanently. Talk to a eeoc employment discrimination charge attorney—most offer a free consultation.

Find a eeoc employment discrimination charge attorney →
Not legal advice. This page is informational only and is not a substitute for advice from a licensed attorney. Statutes of limitations are subject to many exceptions — tolling, the discovery rule, minority (under-18) and incapacity rules, government notice-of-claim deadlines (often far shorter), and statutes of repose — any of which can shorten or lengthen the deadline in your specific case. The governing statute citation and the date it was verified are shown above so you can confirm the current text yourself. Never rely on this page to decide whether you can or cannot sue. Consult a licensed attorney in your state before your deadline.