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Welcome to the official page of the U.S. EEOC. The EEOC enforces federal laws prohibiting employment discrimination.

10/21/2026

“American workers have rights, and we are going to robustly enforce the law on their behalf.”

This morning on Fox Business, EEOC Chair Andrea Lucas discussed the federal government’s $5 million settlement with Instacart and the EEOC’s continued work to combat unlawful employment practices that disadvantage American workers.

The EEOC and the Justice Department’s Civil Rights Division secured the settlement to address allegations that Instacart discriminated against U.S. and American workers based on citizenship status and national origin during the permanent labor certification, or PERM, process.

Under the settlement, Instacart will establish a fund of up to $4 million for applicants and individuals deterred from applying who were affected by the alleged discriminatory practices between December 2023 and February 2026. A claims administrator will determine eligibility for back pay and compensatory damages.

Think you may have been affected? Email [email protected] so the agencies can share your information with the claims administrator.

🔗 Learn more about the settlement: https://www.eeoc.gov/newsroom/civil-rights-division-and-equal-employment-opportunity-commission-secure-5000000-joint

10/20/2026

⚠️ Worked for or tried to apply to Instacart between December 2023 and February 2026?

The EEOC and Department of Justice have secured a major $5 million settlement with Instacart over allegations that the company discriminated against American workers during its hiring and recruitment process.

As part of the settlement:

• Up to $4 million will be available to compensate affected applicants and individuals who were deterred from applying.

• Instacart must change its recruitment practices and provide fair opportunities for U.S. workers to apply for jobs.

You may be eligible for compensation if you applied for certain positions at Instacart, or if you wanted to apply but were discouraged or prevented from doing so. Use the link to learn more.

Please share this post with friends, family, and professional networks.

Someone you know may have been impacted and qualify for relief.

Learn more: https://www.eeoc.gov/newsroom/civil-rights-division-and-equal-employment-opportunity-commission-secure-5000000-joint

10/19/2026

Workers: you do not have to choose between your religious convictions and your livelihoods.

Following an EEOC investigation, a large pediatric healthcare provider has agreed to pay $650,000 and take additional corrective action to resolve a charge alleging that it failed to accommodate an employee’s religious objection to performing work related to s*x-rejecting medical procedures.

“The freedom to live and work consistent with one’s faith is a fundamental American principle, and employees should not be forced to choose between their religious convictions and their livelihoods.” EEOC Chair Andrea Lucas

Under Title VII of the Civil Rights Act, employers must reasonably accommodate an employee’s sincerely held religious beliefs, practices, or observances when they conflict with a work requirement, unless the accommodation would impose an undue hardship.

Chair Lucas said, “An employer must show a substantial burden — not mere inconvenience — before denying a religious accommodation, including accommodation requests arising from religious beliefs about biological s*x.”

As part of the three-year agreement, the healthcare provider also agreed to review its policies, train supervisors and managers on religious accommodations and retaliation, and report religious accommodation requests and retaliation complaints to the EEOC.

Know your rights.
https://www.eeoc.gov/newsroom/pediatric-hospital-pay-650000-over-alleged-failure-accommodate-religious-objection

10/14/2026

The EEOC recently announced an important win for women’s rights in the workplace.

The City of O’Fallon, Illinois agreed to resolve a federal harassment and retaliation charge after the agency found it failed to provide a women only locker room and then retaliated against a female employee who asked for that rightful protection.

“Title VII has long required employers to respect the privacy interests that arise from the biological reality of s*x… Women should not have to sacrifice their privacy, dignity, or safety in intimate workplace spaces for a paycheck.” – EEOC Chair Andrea Lucas

This case reaffirms a fundamental principle: women have the right to single s*x intimate facilities at work—and denying that right can constitute unlawful s*x discrimination.

Learn more: https://www.eeoc.gov/newsroom/eeoc-defends-womens-rights-single-s*x-spaces-work-illinois

10/13/2026

Il Fornaio will pay $3 million to settle an EEOC lawsuit alleging widespread s*xual harassment of female employees, including teenagers, and retaliation against employees who complained.

Know your rights: Sexual harassment is unlawful, and federal law prohibits retaliation against workers who report it.

New to the workforce? The EEOC’s Youth@Work initiative offers resources to help young workers understand their rights and recognize unlawful workplace conduct.

Explore Youth@Work: https://www.eeoc.gov/youth

10/07/2026

EEOC Chair Andrea Lucas recently joined Varney & Co. with a clear message: National origin discrimination against American workers is illegal—and the EEOC is taking action.

“We’re cracking down on this … and we are going to act.”

The EEOC recently sued Sibitalent Corp., alleging the recruiting firm refused to refer an American applicant for a California-based tech job after a recruiter’s email stated “ONLY H-1B” in bold, highlighted text. When the applicant questioned whether the restriction was legal, the recruiter allegedly stopped responding. The firm later referred two candidates of Indian and Nepali origin for the same position.

Title VII protects workers from national origin discrimination—including Americans. Employers and recruiters cannot use visa preferences as a proxy to unlawfully exclude American workers based on national origin.

10/01/2026

Have you noticed American workers being excluded, intimidated, or retaliated against in your workplace? The EEOC is taking decisive action to protect American workers from exactly this type of unlawful national origin discrimination.

In New Mexico, the EEOC alleged that American construction workers at ATG were harassed by coworkers who were Mexican nationals, including through anti-American slurs, being mocked for not speaking Spanish fluently, and having their tools taken away. When one worker spoke up, their supervisor fired them the next day.

In Colorado, the EEOC alleged that Triad Solution Services and related companies spent years shutting out qualified American applicants from janitorial jobs, favoring workers from Latin America.

National origin discrimination against American workers is a real problem and the EEOC is fighting back to combat this unlawful discrimination. If you’ve experienced anti-American discrimination, contact the EEOC. Your rights matter and we are here to help.

Learn more: https://www.eeoc.gov/discrimination-against-american-workers-against-law

09/24/2026

“American is a national origin, too.”

In her recent Newsmax appearance, EEOC Chair Andrea Lucas shared a clear message: American workers have rights — the EEOC is fighting to protect them — and we’re not going to let corporations hurt American Workers.

Under Title VII of the Civil Rights Act, employment decisions cannot be motivated — even in part — by national origin, and these protections apply to workers of all national origins, including Americans.

If you believe you’ve been discriminated against because you’re American, learn your rights and speak up. Start here ⬇️ https://www.eeoc.gov/discrimination-against-american-workers-against-law

09/14/2026

Are you seeing American workers replaced, excluded, or harassed in your workplace? National origin discrimination is a real and harmful barrier for far too many American workers.

The EEOC is committed to eliminating ALL national origin discrimination, including discrimination against Americans. We are taking action and filing lawsuits to protect all workers of all races from unlawful discrimination.

Learn what national origin discrimination can look like, why it’s illegal, and how you can take action for yourself or someone else.

Your rights matter. If you’ve experienced discrimination, contact the EEOC today. https://www.eeoc.gov/discrimination-against-american-workers-against-law?

09/11/2026

This week, our nation marks the 25th anniversary of 9/11 and remembers the nearly 3,000 lives lost in the attacks.

For the EEOC, this anniversary is deeply personal. Our New York District Office was located in 7 World Trade Center, right beside the Twin Towers. Although Building 7 collapsed hours after the attacks — allowing staff to evacuate safely — like countless others, our colleagues endured terror, trauma, and loss that day.

Despite everything they witnessed, the EEOC’s New York team showed incredible resilience. They rebuilt operations and continued the vital work of enforcing America’s employment anti discrimination laws across the Northeast.

Today, we honor the victims of 9/11 and pay tribute to our EEOC family whose strength and dedication helped carry our mission forward during one of the darkest moments in our country’s history.

For more information about impact of 9/11 on the EEOC, visit https://www.eeoc.gov/history/eeoc-history-effects-911-terrorist-attacks-eeoc

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