If you believe your employer discriminated against you, a Charge of Discrimination with the EEOC is typically the required first step before filing a lawsuit.

What Is an EEOC Charge?

A Charge of Discrimination is a formal complaint filed with the U.S. Equal Employment Opportunity Commission (EEOC) alleging that your employer violated federal employment discrimination laws. It is not a lawsuit — it is an administrative prerequisite that must be completed before you can file suit in court under most federal employment laws.

What Laws Does the EEOC Enforce?

Title VII

Race, color, religion, sex, and national origin discrimination

ADA

Disability discrimination and failure to accommodate

ADEA

Age discrimination (40 and older)

Equal Pay Act

Sex-based wage discrimination

GINA

Genetic information discrimination

Retaliation

For reporting discrimination or participating in an investigation

The Deadline

Critical Deadline

The EEOC generally applies a 300-day charge period to covered private-sector claims in Oklahoma. Missing the applicable deadline can bar the claim regardless of its merits.

The EEOC identifies a 300-day period for covered Oklahoma charges. Equal Pay Act lawsuits follow separate deadlines and do not require an EEOC charge.

How to File

Online

Visit the EEOC Public Portal to submit an inquiry and schedule an intake interview online.

EEOC Portal

In Person

Visit the OKC EEOC office at 215 Dean A. McGee Ave., Suite 524, Oklahoma City, OK 73102.

By Mail

Send a signed letter with your name, address, phone, the employer's info, number of employees, event description, dates, and basis for discrimination.

What Happens After You File

Notice to Employer

The EEOC sends a copy of your charge to the employer within 10 days.

Investigation

The EEOC may investigate by requesting documents, interviewing witnesses, or visiting the workplace.

Mediation (Optional)

The EEOC may offer mediation, a voluntary settlement process.

Determination

The EEOC may issue a reasonable-cause determination, dismiss the charge, or close it through another disposition.

Notice or Other Disposition

For laws that require a Notice of Right to Sue, receipt usually starts a 90-day filing period. Age and Equal Pay Act claims follow different rules.

Pro Tip

The route to court depends on the statute. For Title VII and Americans with Disabilities Act claims, a Notice of Right to Sue is generally required; after 180 days, the EEOC must issue one on request, and it may issue one earlier in limited circumstances. An Age Discrimination in Employment Act suit may be filed 60 days after the charge. An Equal Pay Act suit requires neither a charge nor a notice, and filing a charge does not stop its court deadline.

Should I Hire an Attorney First?

You are not required to have an attorney to file an EEOC charge. However, having one is strongly recommended because:

What you write in the charge can limit or expand the scope of your later lawsuit

An attorney can ensure you include all relevant claims and theories

The employer will have legal counsel — you should too

Early involvement allows your attorney to preserve evidence and develop strategy from the start

How to File an EEOC Charge