California

Key facts

EEOC filing deadline

300 days (FEPA work-sharing state)

State agency deadline

3 years to file with the CRD — dramatically longer than federal law

Employer coverage

5 or more employees (federal Title VII requires 15+)

State law

California Fair Employment and Housing Act (FEHA)

State court statute of limitations

3 years from the discriminatory act (after CRD right-to-sue)

Additional protections beyond federal law

• •Sexual orientation
• •Gender identity and gender expression
• •Marital status
• •Medical condition (cancer and genetic characteristics)
• •Political activities or affiliations
• •Military and veteran status
• •Status as a victim of domestic violence, sexual assault, or stalking

How it works

California has a work-sharing agreement with the EEOC. A charge filed with California Civil Rights Department (CRD) is generally also considered filed with the EEOC ("dual-filed"), and vice versa. You usually only need to file once.

Key notes

California has the most expansive employment discrimination protections in the country. The 3-year filing deadline with the CRD is far longer than the federal 300-day window. Employers with 5+ employees are covered — small businesses that fall below the federal 15-employee threshold still have obligations under FEHA. Damages under FEHA are uncapped for emotional distress and include punitive damages. Workers in California should almost always pursue a FEHA claim alongside any federal EEOC claim.