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Random freezes, missing sound and display glitches usually trace back to one bad driver. Find and replace yours safely.Free scan · under a minuteFor most workers at nonfederal employers in California, the California Civil Rights Department (CRD) is the state route for workplace complaints under California law, while the U.S. Equal Employment Opportunity Commission (EEOC) handles claims under federal employment-discrimination laws. If a complaint involves both sets of laws, the agencies generally use dual filing, so you usually do not need to file separately with both. Deadlines differ by claim and circumstances: CRD states a general three-year period for employment complaints, while EEOC’s California guidance lists 300 days for specified federal claims. Contact the relevant agency promptly; an intake or filing route does not make every deadline or legal requirement interchangeable.
What each agency handles
California Civil Rights Department
CRD enforces California civil-rights laws, including the Fair Employment and Housing Act (FEHA). Its employment process covers matters such as discrimination, harassment, accommodation, California Family Rights Act complaints, and Pregnancy Disability Leave complaints. CRD says FEHA generally applies to employers with five or more employees; harassment is prohibited in workplaces with even one employee or independent contractor. See CRD’s Employment FAQ for its description of coverage and complaint scope.
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CRD is not the agency for every workplace problem. Unpaid wages and meal- or rest-break disputes, for example, are not discrimination complaints for CRD to resolve and should be directed to the appropriate labor agency.
Equal Employment Opportunity Commission
EEOC enforces federal employment-discrimination laws. A claim may have both a state-law basis under FEHA and a federal-law basis, but which laws apply depends on the conduct, employer, and facts. The agencies’ descriptions of a filing deadline or coverage threshold should not be treated as a determination that a particular claim qualifies.
How to choose where to start
- Working for a federal agency or applying for a federal job? Use EEOC’s separate federal-sector complaint process, rather than the private-sector comparison here.
- Nonfederal California employer and state-law workplace claim? CRD is the state agency for covered FEHA and other California civil-rights complaints. Begin with CRD’s intake process.
- Potential federal claim, or both federal and state claims? Contact EEOC or CRD promptly and ask how your filing will be handled. Overlapping claims are generally dual-filed through the agencies’ worksharing arrangement.
- Wage, break, or another non-discrimination dispute? Check which labor agency handles that issue; neither CRD nor EEOC is a general forum for every workplace grievance.
Deadlines: why the dates are not interchangeable
Use the agency figures as starting points, not a personal deadline calculation. The applicable period can depend on the legal basis, employer coverage, date of the alleged conduct, and other facts. The agencies’ pages also describe different filing routes and contexts.
| Agency guidance | Published time frame | How to read it |
|---|---|---|
| CRD employment guidance | Three years from the alleged harm for employment complaints, as stated in CRD’s current Employment FAQ and Complaint Process guidance accessed in 2026. | This is CRD’s general California employment-complaint period; a specific claim may require closer analysis. |
| EEOC federal charge guidance | Generally 180 days, extended to 300 days when an enforcing state or local agency has a law covering the same basis, under EEOC’s charge-filing guidance. | EEOC’s San Francisco District Office lists 300 days in California for specified discrimination bases and employer sizes. Check the applicable basis and coverage rather than assuming every claim qualifies. |
| EEOC San Francisco page’s CRD entry | 365 days, as listed on the office’s Timeliness page accessed in 2026. | This differs from CRD’s own general three-year employment guidance. The figure should not be used to replace CRD’s current guidance or to decide a claim without confirming the route and circumstances with the agency. |
Because a missed deadline can affect a claim, do not wait to see which agency’s longer period might apply. Record the date or dates of the conduct and contact the relevant agency as soon as possible. EEOC says people with 60 days or fewer remaining should follow its special expedited filing directions.
Do you have to file with both?
Usually not when the claim is covered by both state and federal law. EEOC says charges filed with a state or local fair-employment agency are automatically dual-filed with EEOC when federal law applies; CRD likewise says complaints alleging facts under EEOC-enforced law are generally filed with EEOC as well. The signed FY2025 CRD–EEOC worksharing agreement sets out how the agencies allocate initial processing and notices. CRD usually investigates overlapping complaints it receives, while EEOC generally retains a charge it receives for handling.
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That arrangement does not mean every intake inquiry is already an accepted, signed administrative complaint. CRD describes an intake form followed by screening and possible acceptance of a formal complaint; EEOC uses an online inquiry and intake interview before a Charge of Discrimination is filed. If your route is unusual, you have already filed with one agency, or you need a particular agency to act, ask the receiving agency whether your filing was dual-filed and what status it has.
What happens after you contact an agency
CRD intake and investigation
CRD’s online California Civil Rights System (CCRS) is one way to begin intake; the agency also lists other intake options on its Complaint Process page. CRD screens the intake and may accept a formal complaint for investigation. It may investigate, seek resolution, or take legal action. When preparing to start, gather the incident dates and facts, respondent or employer details, relevant records, and witness information; CRD asks for these kinds of details during intake.
EEOC inquiry and charge
For a nonfederal complaint, EEOC directs people to its Public Portal to submit an inquiry and arrange an intake interview. The formal filing is called a Charge of Discrimination. Follow EEOC’s instructions about completing and filing the charge, especially if time is short.
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What a CRD right-to-sue notice means
CRD allows a person to request an immediate right-to-sue notice to pursue a FEHA case in court. Choosing that route means CRD will not investigate the complaint; CRD recommends getting attorney assistance when considering a lawsuit. CRD states that a person has one year from its right-to-sue notice to file a FEHA lawsuit. Read the notice and confirm the applicable deadline for your circumstances.
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Clear out junk files and repair common Windows errorsFree Scan →Fix the driver behind crashes, sound loss and screen glitchesFind Drivers →A CRD right-to-sue-only request does not create an EEOC filing: CRD says, “CRD will not file your complaint with EEOC.” If you need a federal right-to-sue notice, contact EEOC separately. Federal lawsuit prerequisites and deadlines vary by statute and procedural posture, so CRD’s one-year period should not be applied to a federal claim.
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Prepare before filing
- Identify the employer type. If it is a federal agency, use EEOC’s federal-sector procedure.
- Make a dated timeline. Note each incident and preserve relevant messages, policies, discipline records, accommodation requests, and witness names.
- Identify the likely issue and coverage. Distinguish a discrimination or harassment complaint from a wage, break, or other workplace dispute, and note the employer details relevant to agency coverage.
- Contact the agency promptly. If the deadline may be near, tell the agency when the conduct occurred and follow any expedited instructions.
- Confirm dual-filing status when needed. Ask the agency that receives your filing whether it has been dual-filed, particularly if you need action under both state and federal law.
- Consider the consequences before requesting an immediate CRD notice. It ends CRD’s investigation, so understand that trade-off and seek legal advice if you are considering court.
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