Equal Employment Opportunity Commission

The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting workplace discrimination. It was established under Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, and national origin. Title VII also protects employees from retaliation for exercising their rights under the statute.

The EEOC administers and enforces a range of federal anti-discrimination laws and coordinates all federal equal employment opportunity regulations, policies, and practices. The Equal Employment Opportunity Act of 1972 amended Title VII to give the EEOC authority to initiate enforcement litigation. This marked a significant expansion of the agency’s role in civil rights enforcement.

McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973)

In the landmark case, McDonnell Douglas Corp. v. Green, the U.S. Supreme Court established a legal framework for proving intentional employment discrimination under Title VII, known as the McDonnell Douglas burden-shifting test. A plaintiff may establish a prima facie case of disparate treatment by demonstrating:

They belong to a Title VII-protected group.
They applied and were qualified for the position.
They were rejected.
The employer continued to seek applicants with similar qualifications.

If the plaintiff establishes these elements, the burden shifts to the employer to provide a legitimate, non-discriminatory reason for the employment decision. If the employer fails to do so, discrimination may be presumed. Courts and the EEOC apply this framework under various federal anti-discrimination laws.

Federal Anti-Discrimination Statutes Enforced by the EEOC

The EEOC enforces several federal statutes that prohibit employment discrimination:

Title VII of the Civil Rights Act of 1964, prohibiting discrimination based on race, color, religion, sex, or national origin.
Equal Pay Act of 1963, prohibiting sex-based wage discrimination for substantially equal work in the same establishment.
Age Discrimination in Employment Act of 1967 (ADEA), protecting individuals age 40 and older.
Americans with Disabilities Act of 1990 (ADA), Titles I and V, prohibiting discrimination against qualified individuals with disabilities in the private sector and state and local governments.
Sections 501 and 505 of the Rehabilitation Act of 1973, protecting federal employees with disabilities.
Civil Rights Act of 1991, allowing monetary damages in cases of intentional discrimination.

Civil Enforcement and Litigation

The EEOC investigates charges of discrimination, most of which are filed by private individuals (complainants). If the agency finds reasonable cause, it may file a civil enforcement action. However, in most cases, individuals pursue private lawsuits. Before suing under Title VII or the ADA, individuals must first exhaust administrative remedies by filing a charge with the EEOC.

[Last reviewed in July of 2025 by the Wex Definitions Team]

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