Which federal circuit does Wyoming sit in?

Wyoming is in the 10th Circuit. Federal appeals from district courts in Wyoming go to that Circuit. Continuing-violation doctrine treatment under Morgan (2002) varies by circuit; consult an employment-law attorney before relying on circuit-specific applications.

WY · 10th Circuit

Wyoming EEOC filing deadline

Q: What is the EEOC charge filing deadline in Wyoming?

300 days from the most recent discriminatory act under 42 U.S.C. §2000e-5(e)(1). Wyoming has a designated Fair Employment Practices Agency (Wyoming Department of Workforce Services, Labor Standards (Wyoming Fair Employment Program; the historic 'Wyoming Fair Employment Practices Commission' listed in 29 CFR §1601.74 is housed here today)) enforcing a same-basis state anti-discrimination law, which triggers the 300-day extension under 29 CFR §1601.13.

Q: Does Wyoming have a state-level discrimination agency?

Yes — Wyoming Department of Workforce Services, Labor Standards (Wyoming Fair Employment Program; the historic 'Wyoming Fair Employment Practices Commission' listed in 29 CFR §1601.74 is housed here today) (https://dws.wyo.gov/our-divisions/labor-standards/). Operating statute: Wyo. Stat. §27-9-101 et seq. (Wyoming Fair Employment Practices Act of 1965). Covered protected bases include race, color, religion, sex, national_origin, ancestry, age, disability, pregnancy.

Wyoming is a 300-day federal jurisdiction for Title VII bases. The 300-day extension under 42 U.S.C. §2000e-5(e)(1) rule applies, with dual-filing mechanics under 29 CFR §1601.13.

Federal window

300

days from the act

FEPA enforces same-basis law

Filing window

300federal days

Day 060120180240300

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.

Federal statute

State of employment

Date of most recent discriminatory actPer Morgan (2002), use the most recent act, not the first.Employer type

Employer size

Also filing with state agency?

Series of acts over time — continuing-violation doctrine per Morgan, 536 U.S. 101 (2002)

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Details

State FEPA

Wyoming Department of Workforce Services, Labor Standards (Wyoming Fair Employment Program; the historic 'Wyoming Fair Employment Practices Commission' listed in 29 CFR §1601.74 is housed here today)

https://dws.wyo.gov/our-divisions/labor-standards/

Statute: Wyo. Stat. §27-9-101 et seq. (Wyoming Fair Employment Practices Act of 1965)

Covers: race, color, religion, sex, national_origin, ancestry, age, disability, pregnancy.

State filing window

State filing window not separately recorded. The federal deadline applies; verify any state-specific procedural deadline with Wyoming Department of Workforce Services, Labor Standards (Wyoming Fair Employment Program; the historic 'Wyoming Fair Employment Practices Commission' listed in 29 CFR §1601.74 is housed here today) before relying on this estimate.

Worksharing posture

Worksharing agreement in effect. Filing with either the EEOC or the state agency typically constitutes filing with both.

Mechanics: 29 CFR § 1601.13 / 29 CFR § 1601.74.

Federal circuit

Wyoming is in the 10th Circuit. Federal appellate treatment of Morgan (2002) continuing-violation doctrine and constructive-discharge doctrine varies by circuit and is reviewed quarterly.

Protected classes

Where Wyoming state law goes beyond federal

Title VII covers race, color, religion, sex, and national origin. ADA adds disability; ADEA adds age 40+; GINA adds genetic information. Many state FEPAs cover additional bases that federal law does not — those gaps are real grounds even when the federal claim is closed.

Shared with federal · 7

RaceTitle VII
ColorTitle VII
ReligionTitle VII
SexTitle VII
National originTitle VII
Age (40+)ADEA
DisabilityADA

State-only bases · 2

Ancestry
Pregnancy

These bases are covered only by state law in this jurisdiction. Federal Title VII / ADA / ADEA / GINA do not reach them — but state-court remedies under the state FEPA statute may still be available.

State-specific notes

BRIEF CORRECTION: The IDEA-BRIEF.md asserts Wyoming has 'NO FEPA, 180-day deadline only.' This is INCORRECT per primary-source verification. Wyoming has the Wyoming Fair Employment Practices Act of 1965 (W.S. §27-9-101 et seq.), administered by DWS Labor Standards as the Wyoming Fair Employment Program, and is enumerated in 29 CFR §1601.74 as 'Wyoming Fair Employment Practices Commission.' Wyoming IS a 300-day state for general Title VII bases. The brief's framing of WY as the '180-day archetype state' should be reframed: AL, AR, MS are the unambiguous 180-day states; GA and NC are 180-day for private-sector general Title VII bases due to limited-jurisdiction FEPAs. WY is a low-population 300-day state.

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Licensed in [PLACEHOLDER] · Bar #[PLACEHOLDER]

This page was last reviewed by a licensed employment-law attorney on 2026-05-08. Quarterly review cycle.

Pending attorney review. This site has not been verified by a licensed employment-law attorney yet. Outputs are informational only and should not be relied on for a real filing deadline without consulting counsel. The reviewer's bar number, state of admission, and signoff date will be filed at .ops/credentials/reviewer-attribution.md and rendered here when Gate 7 closes.

Last verified 2026-05-07. Primary sources: https://www.law.cornell.edu/cfr/text/29/1601.74 · https://law.justia.com/codes/wyoming/title-27/chapter-9/ · https://dws.wyo.gov/our-divisions/labor-standards/