Important: This tool provides deadline calculations based on published court rules. Results are not legal advice. Always verify deadlines with the applicable court rules and consult with counsel when in doubt.

Calculate Deadline

Enter the case details to calculate the court deadline

Start Date *

Days to Add *

Count Type

Options

Filing cutoff time

EEOC Charge Filing Deadlines

Critical EEOC administrative charge filing deadlines

Title VII (No State Agency)180 days

Title VII (With State Agency)300 days

ADA (Americans with Disabilities)180/300 days

ADEA (Age Discrimination)180/300 days

EPA (Equal Pay Act)180/300 days

GINA (Genetic Information)180/300 days

* From date of last discriminatory act or continuing violation

Federal Employment Law Deadlines

Statute of limitations for federal employment claims

FLSA Wage/Hour Claims2-3 years

Section 1981 Race Claims4 years

FMLA (Family Medical Leave)2-3 years

ERISA Plan BenefitsVaries

Sarbanes-Oxley Whistleblower180 days

NLRA (Labor Relations)6 months

* Varies by willful violation and specific statute

State Employment Law Deadlines

State-specific employment law filing deadlines and requirements

California Employment Deadlines

FEHA Charges: 1 year (extended from 300 days)
Wage/Hour Claims: 3-4 years depending on violation
Wrongful Termination: 2 years (tort), varies (contract)
PAGA Actions: 1 year from LWDA notice

New York Employment Deadlines

NYSHRL Charges: 1 year (extended from 300 days)
NYLL Wage Claims: 6 years for wage violations
NYC Human Rights Law: 3 years for discrimination
Whistleblower Claims: Varies by specific statute

Texas Employment Deadlines

TCHRA Charges: 180 days discrimination charges
Payday Law Claims: 2 years for wage violations
Wrongful Termination: 2 years under tort law
Whistleblower Claims: 90 days (some statutes)

Florida Employment Deadlines

FCRA Charges: 365 days discrimination charges
Wage Payment Claims: 4 years under contract law
Wrongful Termination: 4 years (contract), 4 years (tort)
Whistleblower Claims: Varies by specific protection

EEOC Process & Right-to-Sue Deadlines

Critical timing for EEOC administrative process and federal court filing

Administrative Exhaustion Required: Most federal employment discrimination claims require filing EEOC charge before federal court lawsuit. Missing EEOC deadline typically bars federal court claim.

EEOC Investigation Timeline

• Charge filed with EEOC (180/300 day deadline)
• EEOC sends notice to employer (10 days)
• Employer response to EEOC (30 days typical)
• EEOC investigation period (180+ days)
• EEOC determination or right-to-sue issued
• Federal court filing deadline (90 days)

Right-to-Sue Letter Options

Automatic Right-to-Sue: After 180 days from charge
Early Right-to-Sue: Request before investigation complete
Post-Determination: After EEOC finds cause/no cause
90-Day Deadline: Strict federal court filing deadline

Employment Law Practice Best Practices

Expert guidance for effective employment law practice

Deadline Management

• Calculate charge deadlines immediately upon consult
• Research state fair employment agency existence
• File protective EEOC charges when deadline close
• Track continuing violation doctrine applicability
• Monitor right-to-sue letter 90-day deadline
• Coordinate state and federal claim timing

Strategic Considerations

• Consider early right-to-sue letter requests
• Plan for EEOC mediation opportunities
• Preserve evidence during EEOC investigation
• Coordinate with ongoing employment relationship
• Plan for potential retaliation claims
• Consider class action or collective action potential

Common Deadline Traps

• Missing 180-day EEOC deadline in non-deferral states
• Not filing with state agency in deferral jurisdictions
• Letting right-to-sue letter 90-day deadline expire
• Missing continuing violation theory deadlines
• Not coordinating multiple claims and defendants
• Overlooking whistleblower-specific short deadlines

Documentation & Evidence

• Document discriminatory acts with specificity
• Preserve electronic communications immediately
• Identify comparator employees for discrimination claims
• Calculate damages including future losses
• Gather witness statements and contact information
• Compile employer policies and handbook provisions

Related Employment Practice Tools

Additional calculators for comprehensive employment law practice

Federal Court Calculator

Federal court deadlines for employment lawsuits

FLSA Collective Action Calculator (Coming Soon)

Specialized wage and hour class action deadlines

State Employment Calculator (Coming Soon)

State-specific employment law deadline calculator

How to Use This Calculator

Step-by-step instructions for accurate deadline calculations

Identify Claim Type

Determine the type of employment claim: Title VII discrimination, FLSA wage/hour, ADA, ADEA, whistleblower, or state law employment claims.

Enter Triggering Event Date

Input the date of the adverse employment action, last paycheck, or discriminatory act. This starts the limitation period for filing charges.

Select Jurisdiction

Choose federal law (EEOC), state fair employment agency, or mixed jurisdiction. Different agencies have varying charge filing deadlines.

Determine EEOC Requirements

Identify if EEOC charge filing is required before lawsuit. Most federal employment claims require administrative exhaustion through EEOC.

Calculate Filing Deadlines

Apply 180-day or 300-day EEOC charge deadlines, 2-3 year FLSA limitations, and state-specific employment law deadlines.

Plan Right-to-Sue Letter Timing

Track EEOC investigation timeline and 90-day right-to-sue letter deadline for filing federal court lawsuits after charge resolution.