Your Employment Rights in the US
Whether you are facing wrongful termination, workplace discrimination, or a wage dispute — this guide explains the federal laws protecting you and how to respond in writing.
Key federal employment laws
- —Title VII: prohibits discrimination based on race, color, religion, sex, or national origin
- —ADA: prohibits disability discrimination, requires reasonable accommodations
- —ADEA: protects workers 40+ from age discrimination
- —FMLA: up to 12 weeks unpaid job-protected leave per year
- —FLSA: minimum wage, overtime, and child labor standards
- —NLRA: protects rights to organize and collective activity
At-will employment and its limits
Most US states are at-will — employers can terminate without cause. However, they cannot terminate for an illegal reason: discrimination, retaliation for protected activity, violation of public policy, or breach of an employment contract.
Filing with the EEOC
Before suing under most federal anti-discrimination laws, you must file a charge with the EEOC within 180 days (or 300 if your state has its own agency). The EEOC investigates and may mediate. If unresolved, they issue a Right to Sue letter.
FMLA rights
To qualify: worked for your employer at least 12 months, at least 1,250 hours in the past year, employer has 50+ employees within 75 miles. Covers birth or adoption, serious health condition, or care for a covered family member.
Wage and hour disputes
If you have been underpaid, file a complaint with the Department of Labor’s Wage and Hour Division (WHD) or sue directly. Many states have higher minimum wages and stricter overtime rules than federal law.
Reasonable accommodations under the ADA
Submit accommodation requests in writing, describing how your disability affects your job and the specific accommodation needed. Your employer cannot retaliate for a reasonable accommodation request.