{"id":357689,"date":"2016-04-04T10:45:23","date_gmt":"2016-04-04T15:45:23","guid":{"rendered":"https:\/\/content.findlaw-admin.com\/ability-law\/employment\/employment-discrimination\/employees-rights-101.html"},"modified":"2025-03-18T10:47:00","modified_gmt":"2025-03-18T15:47:00","slug":"employees-rights-101","status":"publish","type":"page","link":"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/employees-rights-101.html","title":{"rendered":"Employee Rights Against Discrimination at Work"},"content":{"rendered":"\n<div class=\"wp-container-core-columns-is-layout-8f761849 fl-sectionWithSidebar fl-container fl-flex fl-flex-wrap fl-gap30\">\n    \n    <div class=\"fl-page-articles fl-section-main fl-section-main-full-width\">\n        <h1 class=\"fl-no-margin-top\">Employee Rights Against Discrimination at Work<\/h1>\n<section class=\"fl-gutenberg-byline\">\n    <div class=\"fl-gutenberg-byline-content\">\n                    By <a href=\"https:\/\/www.findlaw.com\/company\/our-team\/hannah-hilst\/\">Hannah Hilst<\/a> | Legally reviewed by <a\n                href=\"https:\/\/www.findlaw.com\/company\/our-team\/laura-temme-esq\/\">Laura Temme, Esq.<\/a>\n                | Last updated\n        <time>\n                            March 18, 2025\n                    <\/time>\n    <\/div>\n\n    \n    <details class=\"fl-gutenberg-byline-toggle fl-gutenberg-byline-legally-reviewed\">\n        <summary>\n            <i class=\"fl-gutenberg-byline-icon\" aria-hidden=\"true\"><\/i>\n            Legally Reviewed\n        <\/summary>\n\n        <div class=\"fl-gutenberg-byline-toggle-content\">\n            <p><em>This article has been written and reviewed for legal accuracy, clarity, and style by <a href=\"https:\/\/www.findlaw.com\/company\/our-team.html\">FindLaw\u2019s team of legal writers and attorneys<\/a> and in accordance with <a href=\"https:\/\/www.findlaw.com\/company\/company-history\/editorial-policy.html\">our editorial standards<\/a>.<\/em><\/p>\n\n        <\/div>\n    <\/details>\n\n    <details class=\"fl-gutenberg-byline-toggle fl-gutenberg-byline-fast-checked\">\n        <summary>\n            <i class=\"fl-gutenberg-byline-icon\" aria-hidden=\"true\"><\/i>\n            Fact-Checked\n        <\/summary>\n\n        <div class=\"fl-gutenberg-byline-toggle-content\">\n            <p><em>The last updated date refers to the last time this article was reviewed by FindLaw or one of our <a href=\"https:\/\/www.findlaw.com\/company\/our-team\/contributing-authors.html\">contributing authors<\/a>. We make every effort to keep our articles updated. For information regarding a specific legal issue affecting you, please <a href=\"https:\/\/lawyers.findlaw.com\/?fli=bylinelink\" target=\"_blank\" rel=\"noopener\">contact an attorney in your area<\/a>.<\/em><\/p>\n\n        <\/div>\n    <\/details>\n<\/section>\n<div class=\"fl-key-takeaways fl-mb30\" data-testid=\"fl-key-takeaways\">\n    <div class=\"fl-card-content\">\n        <div class=\"fl-card-body fl-card-bg-teal fl-flex fl-flex-column\">\n                            <h2 class=\"fl-card-title fl-h2 fl-no-margin\">Key Takeaways<\/h2>\n                        <p>You have certain rights as an employee, including freedom from discrimination. You also have the right to a safe workplace and fair pay for your work. <\/p>\n\n        <\/div>\n    <\/div>\n<\/div>\n<p>Anti-discrimination laws are central to civil and human rights. They help make it possible to earn a fair living regardless of your race, religious beliefs, and other attributes. These laws only allow limited exceptions for reasonable business needs.<\/p>\r\n<p>There are different types of discrimination with serious economic, psychological, and physical impacts. They can take a heavy toll on your life and career. If you have workplace discrimination concerns, talk to an&nbsp;<a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/?fli=dcta\" target=\"_blank\" rel=\"noopener\">employment lawyer<\/a>&nbsp;about what you can do to protect yourself.<\/p>\r\n<p>No matter where you work, it\u2019s a good idea to understand the laws that protect you, including:<\/p>\r\n<ul>\r\n<li><u><a href=\"#federal\">Federal laws ensuring employee rights<\/a><\/u><\/li>\r\n<li><u><a href=\"#pay\">The right to fair wages and benefits<\/a><\/u><\/li>\r\n<li><u><a href=\"#breaks\">The right to take time off and breaks<\/a><\/u><\/li>\r\n<li><u><a href=\"#harassment\">Rights against discriminatory harassment<\/a><\/u><\/li>\r\n<li><u><a href=\"#safety\">Rights to fair and safe working conditions<\/a><\/u><\/li>\r\n<li><u><a href=\"#employment\">Rights against discriminatory employment decisions<\/a><\/u><\/li>\r\n<li><u><a href=\"#privacy\">Workplace privacy rights<\/a><\/u><\/li>\r\n<li><u><a href=\"#reporting\">The right to report discrimination without retaliation<\/a><\/u><\/li>\r\n<\/ul>\r\n<h2><a id=\"federal\"><\/a>Federal Laws Ensuring Employee Rights<\/h2>\r\n<p>Several federal laws protect employees, including those against discrimination.<\/p>\r\n<p>Federal employment laws include,&nbsp;but aren&#8217;t limited to,&nbsp;the following:<\/p>\r\n<ul>\r\n<li><p><b><a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/title-vii-of-the-civil-rights-act-of-1964-equal-employment.html\">Title VII<\/a>&nbsp;of the Civil Rights Act of 1964:<\/b> Employers can\u2019t discriminate on the basis of race, color, religion, sex, or national origin.&nbsp;These categories are known as \u201cprotected classes.\u201d Title VII&nbsp;applies only to employers with 15 or more employees. The U.S. Department of Justice <a href=\"https:\/\/www.justice.gov\/crt\/laws-we-enforce\" target=\"_blank\" rel=\"noopener\">Civil Rights Division<\/a> enforces this law.<\/p>\r\n<\/li>\r\n<li><p><b><a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/ada-disabilities-your-rights-as-an-employee.html\">Americans with Disabilities Act<\/a>&nbsp;(ADA):<\/b> People can&#8217;t be discriminated against based on their disability if they can perform the job&#8217;s essential functions with reasonable accommodation.&nbsp;<a href=\"https:\/\/www.ada.gov\/\" target=\"_blank\" rel=\"noopener\">The ADA <\/a>defines a disability as a physical or mental impairment substantially limiting one or more major life activities.<\/p>\r\n<\/li>\r\n<li><p><b><a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/age-discrimination-in-employment.html\">Age Discrimination in Employment Act<\/a>&nbsp;(ADEA): <\/b>Employers can\u2019t give preferential treatment to younger workers to the detriment of older workers.&nbsp;<a href=\"https:\/\/www.dol.gov\/general\/topic\/discrimination\/agedisc\" target=\"_blank\" rel=\"noopener\">This law<\/a>&nbsp;applies to workers 40 and older and workplaces with 20 or more employees. It doesn&#8217;t prevent an employer from favoring older employees over younger employees.<\/p>\r\n<\/li>\r\n<li><p><b><a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits\/flsa-reference-guide.html\">Fair Labor Standards Act<\/a>&nbsp;(FLSA): <\/b>This law establishes federal minimum wage, overtime pay, recordkeeping, and the workweek. It clarifies nonexempt workers. The law also sets youth&nbsp;<a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\">employment standards<\/a>&nbsp;in the private sector and federal, state, and local governments.<\/p>\r\n<\/li>\r\n<li><p><b><a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/equal-pay-act-of-1963.html\">Equal Pay Act<\/a>&nbsp;of 1963 (EPA):<\/b> Employers must compensate employees similarly for equal work.<\/p>\r\n<\/li>\r\n<\/ul>\r\n<ul>\r\n<li><p><b><a href=\"https:\/\/www.findlaw.com\/employment\/family-medical-leave\/fmla-leave-law-in-depth.html\">Family and Medical Leave Act<\/a>&nbsp;(FMLA): <\/b>Employers must allow eligible employees to take up to a 12-week leave of absence for qualified serious health conditions. It can cover your condition or a condition of certain family members. To qualify for&nbsp;<a href=\"https:\/\/www.dol.gov\/agencies\/whd\/fmla\" target=\"_blank\" rel=\"noopener\">the leave<\/a>, the employee must have worked for the employer for 12 months and for 1,250 hours in the 12 months preceding the leave. It secures a qualified employee&#8217;s job for the duration of the leave. It also preserves their group health insurance.<\/p>\r\n<\/li>\r\n<li><p><b><a href=\"https:\/\/www.dol.gov\/general\/topic\/safety-health\/occupationalsafety\" target=\"_blank\" rel=\"noopener\">Occupational Safety and Health Act<\/a>&nbsp;(OSHA):<\/b> OSHA aims to protect workers\u2019 safety and health. It creates standards for the conditions of employment regardless of who the worker is. This law also prohibits employers from discriminating against an employee who reports a safety or health concern.<\/p>\r\n<\/li>\r\n<li><p><b><a href=\"https:\/\/www.nlrb.gov\/guidance\/key-reference-materials\/national-labor-relations-act\" target=\"_blank\" rel=\"noopener\">National Labor Relations Act<\/a> (NLRA):&nbsp;<\/b>This law protects workplace democracy. It gives private employers\u2019 employees the right to seek better working conditions, with or without a <a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits\/unions.html\">labor organization<\/a>, without fear of retaliation.<\/p>\r\n<\/li>\r\n<\/ul>\r\n<h3>Federal Government Agencies<\/h3>\r\n<p>Federal agencies like the following administer employment laws:<\/p>\r\n<ul>\r\n<li>The&nbsp;<a href=\"https:\/\/www.osha.gov\/\" target=\"_blank\" rel=\"noopener\">Occupational Safety and Health Administration<\/a>&nbsp;(OSHA)<\/li>\r\n<li>The&nbsp;<a href=\"https:\/\/www.dol.gov\/\" target=\"_blank\" rel=\"noopener\">U.S. Department of Labor<\/a><\/li>\r\n<li>The&nbsp;<a href=\"https:\/\/www.eeoc.gov\/\" target=\"_blank\" rel=\"noopener\">U.S. Equal Employment Opportunity Commission<\/a>&nbsp;(EEOC)<\/li>\r\n<li>The&nbsp;<a href=\"https:\/\/www.nlrb.gov\/\" target=\"_blank\" rel=\"noopener\">National Labor Relations Board<\/a> (NLRB)<\/li>\r\n<\/ul>\r\n<h3>State Laws Expand Federal Discrimination Protection<\/h3>\r\n<p><a href=\"https:\/\/www.findlaw.com\/state\/employment-laws.html\">State employment laws<\/a>&nbsp;may provide even more protection to employees. For example, many states have higher minimum wage requirements than the federal guidelines. As a result, employers must pay based on the state&#8217;s minimum wage.<\/p>\r\n<h2><a id=\"pay\"><\/a>The Right to Fair Wages and Benefits<\/h2>\r\n<p>Employment discrimination often concerns <a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits.html\">unfair wages<\/a>. Employees have legal protection against discriminatory pay practices.<\/p>\r\n<p>Factors like your skills, experience, and location can affect <a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits\/q-a-the-fair-labor-standards-act.html\">how much your boss pays you<\/a>. Responsibilities might differ between employees enough to justify higher compensation. Employers might also award bonuses based on job performance. Coworkers&nbsp;can, therefore, receive different pay due to legitimate factors.<\/p>\r\n<p>But, discriminatory factors are not legitimate&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/equal-pay-and-discrimination-against-women.html\">reasons for lower pay<\/a>. The&nbsp;Equal Pay Act&nbsp;says that employers must give workers the same wages if they have the same job responsibilities. The Civil Rights Act also bans discriminatory pay. For example, a manager can\u2019t cut the pay of a 58-year-old worker to try to get them to retire earlier, which could qualify as <a href=\"https:\/\/www.findlaw.com\/civilrights\/discrimination\/age-discrimination.html\">age discrimination<\/a>.<\/p>\r\n<h2><a id=\"breaks\"><\/a>The Right to Take Time Off and Breaks<\/h2>\r\n<p>Federal laws protect rights for taking <a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits\/time-off-from-work.html\">time away from work<\/a>, including unpaid leave and sick leave laws. Employers can\u2019t discriminate when deciding whether to approve vacation or leave. They also can\u2019t penalize you for a discriminatory reason if you <a href=\"https:\/\/www.findlaw.com\/employment\/family-medical-leave\/can-my-job-force-me-to-work-while-sick-.html\">call in sick<\/a> or request time off.<\/p>\r\n<p>For example, new and expecting parents have protection against losing their jobs because of parental leave. <a href=\"https:\/\/www.findlaw.com\/employment\/family-medical-leave\/maternity-leave-overview.html\">Maternity leave<\/a> is a protected FMLA right. However, employers are not required to provide <i>paid <\/i>parental leave.<\/p>\r\n<p>Likewise, employers can\u2019t discriminate about break and rest periods. Some workers, such as <a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits\/break-time-for-nursing-mothers-laws.html\">breastfeeding mothers<\/a> and <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-safety\/your-rights-smoking-at-work.html\">smokers<\/a>, have specific protections for break time and activities. Breaks can be part of a reasonable accommodation for a disability under the ADA.<\/p>\r\n<h2><a id=\"harassment\"><\/a>Rights Against Discriminatory Harassment at Work<\/h2>\r\n<p>Some forms of discrimination involve <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/understanding-different-types-of-harassment.html\">harassing behavior<\/a>, such as:<\/p>\r\n<ul>\r\n<li>Use of a slur<\/li>\r\n<li>Physical harassment, such as hitting or pushing<\/li>\r\n<li>Offensive jokes about a group of people<\/li>\r\n<li>Excessive or harmful pranks<\/li>\r\n<li>Deliberate exclusion from conversations or events<\/li>\r\n<\/ul>\r\n<p>Harassment is illegal at work in general, but discrimination may be an additional factor. An employee might be the target of harassment because of their religion, race, gender, or another attribute. Or, an employer might fail to intervene to stop harassment based on a discriminatory bias. Discrimination may lead to a <a href=\"https:\/\/dictionary.findlaw.com\/definition\/hostile-work-environment.html\" target=\"_blank\" rel=\"noopener\">hostile work environment<\/a> for the employee.<\/p>\r\n<h2><a id=\"safety\"><\/a>The Right to Fair and Safe Working Conditions<\/h2>\r\n<p>Many legal disputes about employee rights concern <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-safety\/protecting-yourself-from-unsafe-working-conditions.html\">working conditions<\/a>. Workers have a right to a&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/workplace-safety.html\">safe workplace<\/a>&nbsp;free of dangerous conditions, <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-safety\/toxic-exposure-in-the-workplace.html\">toxic substances<\/a>, and other potential safety hazards.<\/p>\r\n<p>Discrimination can affect workers\u2019 safety. It can create a situation in which a worker faces a unique danger. For example, disability discrimination could mean a supervisor doesn\u2019t let a worker use the mobility equipment they need. The employee suffers a much higher risk of a <a href=\"https:\/\/www.findlaw.com\/injury\/workers-compensation\/i-have-a-job-related-injury-what-are-my-employers-responsibilitie.html\">falling accident at work<\/a>.<\/p>\r\n<p>Discriminatory practices might also cause intimidation that reduces safety. A worker might feel pressured to not speak up about an injury or hazard. They may worry the employer would <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-safety\/employee-safety-and-retaliation.html\">punish them<\/a> or refuse to take their concern seriously.<\/p>\r\n<p>Failure to address discrimination and bullying can also lead to a higher risk of workplace violence. OSHA recognizes violence as a safety hazard.<\/p>\r\n<h2><a id=\"employment\"><\/a>Rights to Fair Hiring, Termination, and Promotions<\/h2>\r\n<p>You have rights against discrimination \u2014 from the moment you apply through the moment you <a href=\"https:\/\/www.findlaw.com\/employment\/losing-a-job.html\">leave a job<\/a>.<\/p>\r\n<p>Employers can\u2019t discriminate in employment decisions, including:<\/p>\r\n<ul>\r\n<li>Who to hire for an open role, such as discarding job candidates\u2019 applications based on their name<\/li>\r\n<li>Who to promote, such as making a comment that women aren\u2019t suited for a managerial position<\/li>\r\n<li>Who to include in a round of layoffs, such as laying off all staff of a particular nationality<\/li>\r\n<li>How to divide employees\u2019 job responsibilities, such as only giving young workers special projects and opportunities that help their career advancement<\/li>\r\n<li>Whether to fire a worker, such as firing someone for <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/ada-disabilities-your-rights-as-an-employee.html\">asking for a reasonable accommodation <\/a>for their disability<\/li>\r\n<\/ul>\r\n<h3>Job Applicants Have Anti-Discrimination Rights<\/h3>\r\n<p>Job applicants also have certain rights even before being <a href=\"https:\/\/www.findlaw.com\/employment\/hiring-process\/legal-rights-during-the-hiring-process.html\">hired as an employee<\/a>. Those rights include the right to be free from discrimination based on:<\/p>\r\n<ul>\r\n<li>Age<\/li>\r\n<li>Gender<\/li>\r\n<li>Race<\/li>\r\n<li>National origin<\/li>\r\n<li>Religion<\/li>\r\n<li>Genetic information<\/li>\r\n<li>Sex, including sexual orientation, sexual harassment, and gender identity<\/li>\r\n<\/ul>\r\n<p>For example, an employer can&#8217;t ask a job applicant certain <a href=\"https:\/\/www.findlaw.com\/employment\/hiring-process\/illegal-interview-questions-and-female-applicants.html\">family-related questions<\/a>. Also, they must get consent before a&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/hiring-process\/tests-at-work-your-rights.html\">credit or background check<\/a>&nbsp;of a prospective employee.<\/p>\r\n<p>Although these rights exist, discrimination against job applicants&nbsp;may be hard to prove. Many candidates don\u2019t get feedback about why they weren\u2019t hired. Interview discrimination is often verbal with no recording or other evidence. These issues make it harder to recognize and address hiring discrimination.<\/p>\r\n<h2><a id=\"privacy\"><\/a>Workplace Privacy Rights<\/h2>\r\n<p>In most states, employees get a certain level of&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/privacy-in-the-workplace-overview.html\">privacy in the workplace<\/a>. Among other benefits, this privacy can shield personal details that could introduce bias in the workplace. For example, privacy can help keep your marital status, medical conditions, or <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/national-origin-discrimination-and-english-language-only-rules.html\">native language<\/a> personal if you prefer to do so. Discrimination is still illegal, but privacy laws give employees more control.<\/p>\r\n<p>This employee right applies to personal possessions, which can include:<\/p>\r\n<ul>\r\n<li>Handbags<\/li>\r\n<li>Briefcases<\/li>\r\n<li>Storage lockers accessible only by the employee<\/li>\r\n<li>Private mail addressed only to the employee<\/li>\r\n<\/ul>\r\n<p>Employees may also have a right to private telephone conversations or voicemail messages. However, employees have limited rights to personal email and <a href=\"https:\/\/www.findlaw.com\/smallbusiness\/employment-law-and-human-resources\/employee-internet-usage.html\">internet use<\/a> while on the employer&#8217;s system.<\/p>\r\n<p>Unfair invasions of privacy can also be a form of workplace discrimination. For example, a manager might only subject employees of certain races or national origins to <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/drug-testing-at-work.html\">drug testing<\/a>. They don\u2019t have a clear business need or reasonable suspicion of employee drug use. Or, a business owner might <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/can-employers-use-video-cameras-to-monitor-workers.html\">install security cameras<\/a> in an employee <a href=\"https:\/\/www.findlaw.com\/family\/parental-rights-and-liability\/breastfeeding-laws-by-state.html\">lactation room<\/a>. This intrusion could violate FLSA protections.<\/p>\r\n<h2><a id=\"reporting\"><\/a>The Right to Report Discrimination<\/h2>\r\n<p>Anti-discrimination laws are only as effective as their <a href=\"https:\/\/www.findlaw.com\/civilrights\/enforcing-your-civil-rights.html\">enforcement<\/a>. That\u2019s why federal laws also make sure employees have a way to report discrimination at work.<\/p>\r\n<p>Employees may <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/filing-an-eeoc-complaint-or-charge.html\">report discrimination<\/a> in several ways, including:<\/p>\r\n<ul>\r\n<li>A direct manager or supervisor<\/li>\r\n<li>The employer\u2019s human resources department<\/li>\r\n<li>A <a href=\"https:\/\/www.findlaw.com\/civilrights\/discrimination\/filing-discrimination-charges-with-the-eeoc.html\">Charge of Discrimination<\/a> through the EEOC<\/li>\r\n<li>An <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-safety\/osha-faqs.html\">OSHA complaint<\/a> for safety and health hazards<\/li>\r\n<\/ul>\r\n<p>An internal complaint of discrimination can sometimes solve the issue. The employer could have a chance to change its employment practices or address behavior.<\/p>\r\n<p>But, discrimination disputes may need a deeper investigation and resolution. This is especially the case if an employee already lost their job or substantial wages because of the discrimination. A <a href=\"https:\/\/www.findlaw.com\/civilrights\/enforcing-your-civil-rights\/filing-civil-rights-claims.html\">formal complaint process<\/a> with a government agency can help keep the outcome as fair as possible for the employee. If the agency finds the employer broke the law, the employee can work with a lawyer to decide whether to sue or settle the case.<\/p>\r\n<h3>Rights Against Retaliation for Reporting Discrimination<\/h3>\r\n<p>Employees are protected from retaliation for filing a claim or complaint against an employer. These federal protections are called&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/whistleblowers\/whistleblower-protections.html\">&quot;whistleblower&quot; rights<\/a>. An employer can\u2019t retaliate against a worker who files a discrimination report \u2014 even if the investigation finds no wrongdoing.<\/p>\r\n<p>For example, a manager can\u2019t reduce the worker\u2019s shifts, lower their pay, or <a href=\"https:\/\/www.findlaw.com\/employment\/whistleblowers\/what-to-do-if-you-ve-been-fired-for-whistleblowing.html\">fire them<\/a>. The manager can do these things if they have a legitimate reason, such as if the worker stops going to work. Yet, any adverse action they take could risks raising suspicion against the employer. In the investigation, it might serve as more evidence that the employer was acting unfairly.<\/p>\r\n<h2>Get Legal Help to Confront Discrimination at Work<\/h2>\r\n<p>Employees have many rights against discrimination under federal and state laws. If discriminatory practices or policies have harmed you, talk to an&nbsp;<a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/?fli=dcta\" target=\"_blank\" rel=\"noopener\">experienced employment attorney<\/a>. They can explain your options and protect your legal rights.<\/p>\r\n\r\n<div class=\"was-this-helpful\">\n    <div\n            class=\"was-this-helpful__question-container\"\n            aria-labelledby=\"was-this-helpful__question\"\n            role=\"group\"\n    >\n        <span\n                id=\"was-this-helpful__question\"\n                class=\"was-this-helpful__question fl-text-lg-bold\"\n        >Was this helpful?<\/span>\n        <button\n                class=\"was-this-helpful__button fl-text-sm\"\n                aria-label=\"Yes\"\n                value=\"yes\"\n        >\n            <span class=\"was-this-helpful__button-text fl-text-bold\">Yes<\/span>\n            <i class=\"was-this-helpful__button-icon\">\n                <svg width=\"22\" height=\"22\" viewBox=\"0 0 22 22\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n                    <g id=\"thumbs-up\" clip-path=\"url(#clip0_604_3418)\">\n                        <path id=\"Vector\"\n         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              <\/svg>\n            <\/i>\n        <\/button>\n        <button\n                class=\"was-this-helpful__button fl-text-sm\"\n                aria-label=\"No\"\n                value=\"no\"\n        >\n            <span class=\"was-this-helpful__button-text fl-text-bold\">No<\/span>\n            <i class=\"was-this-helpful__button-icon\">\n                <svg width=\"22\" height=\"22\" viewBox=\"0 0 22 22\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n                    <g id=\"thumbs-down\" clip-path=\"url(#clip0_604_3423)\">\n                        <path id=\"Vector\"\n                              d=\"M16 0.999995H18.67C19.236 0.989986 19.7859 1.18813 20.2154 1.55681C20.645 1.9255 20.9242 2.43905 21 3V10C20.9242 10.5609 20.645 11.0745 20.2154 11.4432C19.7859 11.8119 19.236 12.01 18.67 12H16M9.00003 14V18C9.00003 18.7956 9.3161 19.5587 9.87871 20.1213C10.4413 20.6839 11.2044 21 12 21L16 12V0.999995H4.72003C4.2377 0.994543 3.76965 1.16359 3.40212 1.47599C3.0346 1.78839 2.79235 2.22309 2.72003 2.7L1.34003 11.7C1.29652 11.9866 1.31586 12.2793 1.39669 12.5577C1.47753 12.8362 1.61793 13.0937 1.80817 13.3125C1.99842 13.5313 2.23395 13.7061 2.49846 13.8248C2.76297 13.9435 3.05012 14.0033 3.34003 14H9.00003Z\"\n                              stroke=\"#666666\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"\/>\n                    <\/g>\n                    <defs>\n                        <clipPath id=\"clip0_604_3423\">\n                            <rect width=\"22\" height=\"22\" fill=\"white\"\/>\n                        <\/clipPath>\n                    <\/defs>\n                <\/svg>\n            <\/i>\n        <\/button>\n    <\/div>\n    <span class=\"was-this-helpful__taken-action fl-text-sm-bold\"><\/span>\n    <div class=\"was-this-helpful__feedback-container\">\n        <div class=\"was-this-helpful__choose-option-message\" role=\"status\">\n            <p class=\"was-this-helpful__choose-option-message-text\"><\/p>\n        <\/div>\n        <form class=\"was-this-helpful__feedback-form\">\n            <div class=\"was-this-helpful__feedback was-this-helpful__feedback--positive\">\n                <fieldset>\n                    <legend class=\"was-this-helpful__feedback-form-title\" tabindex=\"0\">Why was this helpful?<\/legend>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--understandable\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"positive-feedback\"\n                                value=\"Easy to understand\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--understandable\"\n                        >Easy to understand<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--solved-problem\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"positive-feedback\"\n                                value=\"Solved my problem\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--solved-problem\"\n                        >Solved my problem<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--other\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"positive-feedback\"\n                                value=\"Other\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--other\"\n                        >Other<\/label>\n                    <\/div>\n                <\/fieldset>\n            <\/div>\n            <div class=\"was-this-helpful__feedback was-this-helpful__feedback--negative\">\n                <fieldset>\n                    <legend class=\"was-this-helpful__feedback-form-title\" tabindex=\"0\">Why was this not helpful?<\/legend>\n                    <div class=\"was-this-helpful__choose-option-message\" role=\"status\">\n                        <p class=\"was-this-helpful__choose-option-message-text\"><\/p>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--missing-info\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Missing Information\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--missing-info\"\n                        >Missing the information I need<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--complicated\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Too complicated\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--complicated\"\n                        >Too complicated \/ too many steps<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--dated\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Out of date\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--dated\"\n                        >Out of date<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--negative-other\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Other\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--negative-other\"\n                        >Other<\/label>\n                    <\/div>\n                <\/fieldset>\n            <\/div>\n            <div class=\"was-this-helpful__form-buttons-container\">\n                <button\n                    class=\"was-this-helpful__feedback-button was-this-helpful__feedback-button--positive at-feedback-submit fl-button secondary\"\n                    type=\"submit\"\n                >\n                    <span class=\"fl-button-content\">Submit<\/span>\n                    <i\n                        class=\"fa fa-angle-right medium\"\n                        aria-hidden=\"true\"\n                    ><\/i>\n                <\/button>\n                <button\n                    class=\"was-this-helpful__feedback-button was-this-helpful__feedback-button--cancel fl-button primary disabled\"\n                    type=\"reset\"\n                >\n                    <span class=\"fl-button-content\">Cancel<\/span>\n                    <i\n                        class=\"fa fa-times-circle medium\"\n                        aria-hidden=\"true\"\n                    ><\/i>\n                <\/button>\n            <\/div>\n        <\/form>\n    <\/div>\n    <div class=\"was-this-helpful__thank-you-message\" role=\"status\">\n        <i class=\"was-this-helpful__thank-you-message-icon fa fa-check\"><\/i>\n        <p class=\"was-this-helpful__thank-you-message-text\" aria-live=\"polite\"><\/p>\n    <\/div>\n<\/div>\n\n\n    <\/div>\n    \n    <div class=\"fl-section-sidebar\">\n        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Learn about federal laws and your employment rights in the workplace at FindLaw.<\/p>\n","protected":false},"author":41135,"featured_media":0,"parent":357676,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"app\/Http\/Controllers\/Templates\/ArticleWithBreadcrumbsController.php","meta":{"_acf_changed":false,"_stopmodifiedupdate":true,"_modified_date":"","_autodraft_ids":[],"_cloudinary_featured_overwrite":false,"_sb_is_suggestion_mode":false,"_sb_show_suggestion_boards":false,"_sb_show_comment_boards":false,"_sb_suggestion_history":"","_sb_update_block_changes":"","_is_real_time_mode":false,"_realtime_collaborators":"","footnotes":"","cf_checklist_status":[]},"categories":[2739],"tags":[],"state_laws_tags":[],"flmsa":[],"class_list":["post-357689","page","type-page","status-publish","hentry","category-employment"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages\/357689","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/users\/41135"}],"replies":[{"embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/comments?post=357689"}],"version-history":[{"count":1,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages\/357689\/revisions"}],"predecessor-version":[{"id":397752,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages\/357689\/revisions\/397752"}],"up":[{"embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages\/357676"}],"wp:attachment":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/media?parent=357689"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/categories?post=357689"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/tags?post=357689"},{"taxonomy":"state_laws_tags","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/state_laws_tags?post=357689"},{"taxonomy":"flmsa","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/flmsa?post=357689"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}