Your EEOC filing deadline, decoded for your state.
The federal deadline to file a discrimination charge with the EEOC is 180 or 300 days from the most recent act — depending on your state, claim, and employer. Calculate yours with the statute pin, filing channel, and a calendar export.
- Statute-pinned to Cornell LII
- 51 FEPA agency records
- .ics calendar export
300 days where a same-basis state FEPA exists; 180 days where it doesn’t. California extends to 1,095 days under FEHA AB 9 (2020).
- Statute-pinned to Cornell LII + eeoc.gov
- 51 FEPA agency records
- Reviewed by an employment-law attorney
- Absolute dates, never countdowns
- Federal + state, decoded together
Deadline decoder
Find your exact filing date
Enter your statute, state, the date of the most recent act, and your employer details. The decoder returns a specific calendar deadline — with the statute pin, filing channel, and a .ics export.
Find your EEOC filing deadline
Six questions. Outputs are estimates. Informational only — not legal advice. Your incident date is never sent to a server; the decoder runs in your browser.
States
Pick your state
Each state shows its federal EEOC filing window — 300 days where a same-basis FEPA exists, 180 days where it doesn't. Open any state for the agency cite, worksharing posture, and dual-filing notes.
- AL180 day
Alabama
- AK300 day
Alaska
- AZ300 day
Arizona
- AR180 day
Arkansas
- CA300 day
California
- CO300 day
Colorado
- CT300 day
Connecticut
- DE300 day
Delaware
- DC300 day
District of Columbia
- FL300 day
Florida
- GA180 day
Georgia
- HI300 day
Hawaii
- ID300 day
Idaho
- IL300 day
Illinois
- IN300 day
Indiana
- IA300 day
Iowa
- KS300 day
Kansas
- KY300 day
Kentucky
- LA300 day
Louisiana
- ME300 day
Maine
- MD300 day
Maryland
- MA300 day
Massachusetts
- MI300 day
Michigan
- MN300 day
Minnesota
- MS180 day
Mississippi
- MO300 day
Missouri
- MT300 day
Montana
- NE300 day
Nebraska
- NV300 day
Nevada
- NH300 day
New Hampshire
- NJ300 day
New Jersey
- NM300 day
New Mexico
- NY300 day
New York
- NC180 day
North Carolina
- ND300 day
North Dakota
- OH300 day
Ohio
- OK300 day
Oklahoma
- OR300 day
Oregon
- PA300 day
Pennsylvania
- RI300 day
Rhode Island
- SC300 day
South Carolina
- SD300 day
South Dakota
- TN300 day
Tennessee
- TX300 day
Texas
- UT300 day
Utah
- VT300 day
Vermont
- VA300 day
Virginia
- WA300 day
Washington
- WV300 day
West Virginia
- WI300 day
Wisconsin
- WY300 day
Wyoming
How it works
One filing, two clocks
Most states sign a worksharing agreement with the EEOC. Filing once routes your charge to both agencies — and triggers the 300-day federal extension in jurisdictions where a same-basis state FEPA enforces parallel law.
Identify your statute
Title VII, ADA, ADEA, GINA run the EEOC charge clock. EPA and §1981 bypass it. Federal employees use the 45-day path.
Pick your state + circuit
Your state's FEPA posture and federal circuit set the 180 vs 300-day window and the continuing-violation treatment.
Enter the act date
Per Morgan (2002) the clock runs from the most recent discriminatory act — not the first.
Read your absolute date
The decoder returns a specific calendar date with the statute pin, filing channel, and a .ics export.
Routing logic
7 statutes, 3 channels, one decision tree
Title VII, ADA, ADEA, and GINA all run through the EEOC charge process. The Equal Pay Act and §1981 bypass it entirely. Federal civilian employees follow the 45-day pre-counseling path.
How the decoder routes your statute to a filing channel
- Title VII42 U.S.C. §2000e-5(e)(1)EEOC charge180/300d
- ADA42 U.S.C. §12117(a)EEOC charge180/300d
- ADEA29 U.S.C. §626(d)EEOC charge180/300d *
- GINA42 U.S.C. §2000ff-6EEOC charge180/300d
- EPA29 U.S.C. §206(d)Direct federal court2 yr (3 willful)
- §1981 (race only)42 U.S.C. §1981Direct federal court4 yr
- Federal employee29 CFR §1614.105Agency EEO counselor45 days
* ADEA's 300-day extension applies only when a state-level age-discrimination law exists with a state agency — a city ordinance is not enough. Federal-employee path replaces the EEOC charge process entirely.
Learn
Understand the rules
Plain-language guides on every doctrine the decoder weighs.
Federal vs State
Why the deadline is 180 days in some states and 300 in others. 29 CFR §1601.74.
180 vs 300 day rule
When the 300-day extension applies — and when it doesn't. 42 USC §2000e-5(e)(1).
Dual filing mechanics
What worksharing actually does — and what it doesn't. 29 CFR §1601.13.
Right to sue letter
The 90-day federal-court clock after the EEOC issues your notice. 29 CFR §1601.28.
Investigation timeline
What happens between filing the charge and the right-to-sue notice.
Continuing-violation doctrine
Discrete acts, hostile environment, and the paycheck rule. Morgan 2002.
Federal-employee path
Why federal employees use 45 days instead of 180 or 300. 29 CFR §1614.105.
Employer coverage thresholds
Title VII 15+, ADEA 20+, EPA any size — state FEPAs go lower. §701(b).
Post-deadline fallbacks
What survives after the federal window closes. §1981 · State HRL.
FAQ
Common questions
Don't miss the window
Calculate your EEOC filing deadline now
A specific calendar date for your state, statute, and employer — with the filing channel and a .ics reminder. Free, no account, no data stored.
Informational, not legal advice. EEOCdeadline is not the EEOC and is not a law firm. Outputs are estimates under 42 U.S.C. §2000e-5(e)(1) and applicable state FEPA statutes. Last verified 2026-05-08.
Informational, not legal advice.
EEOCdeadline is an editorial hub. We are not a law firm, we are not the EEOC, and we are not affiliated with any federal or state agency. The deadline calculator estimates federal EEOC charge filing windows under 42 U.S.C. §2000e-5(e)(1) and applicable state FEPA statutes. State-specific exceptions, continuing-violation analysis under Nat’l R.R. Passenger Corp. v. Morgan, 536 U.S. 101 (2002), and federal-employee paths under 29 CFR §1614.105 may apply. Outputs are estimates; consult a licensed employment-law attorney in your state for case-specific guidance. Last verified 2026-05-08.