To file a California workplace discrimination or harassment complaint with the Civil Rights Department (CRD), submit an employment intake form—online through the California Civil Rights System (CCRS), or by email, mail, phone, or in person. CRD reviews the intake before deciding whether to accept a formal complaint for investigation. For employment matters, CRD gives a general three-year period from the last alleged harm; check your specific deadline promptly because claim details can affect it.
Before you file: understand what the intake does
An intake form starts CRD’s screening process; it is not a finding that unlawful conduct occurred. CRD interviews the filer and assesses whether the allegations involve laws it enforces and whether it can accept a formal complaint for investigation. If accepted, the matter may be investigated, resolved, closed if CRD finds no reasonable cause, or considered for legal action if it finds reasonable cause.
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This guide covers employment complaints only. CRD handles other civil-rights matters under different rules and deadlines.
Check the deadline and whether CRD handles your complaint
General employment filing period
CRD says an employment intake must be submitted within three years of the last harm; its employment FAQ describes the general limit as three years from the alleged discriminatory act. This is general agency guidance, not a calculation of your individual deadline. The claim, events, and procedural history can matter, so verify your deadline against your circumstances and current law rather than waiting until the end of that period.
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Who may file
CRD says applicants and employees may file employment discrimination complaints, including applicants for training programs leading to employment. Harassment complaints may be filed by employees, applicants, unpaid interns, volunteers, and contractors. CRD says FEHA applies to covered California workers regardless of citizenship or immigration status and that it does not ask about that status. Its FAQ describes FEHA’s employment discrimination prohibition as applying to employers with five or more employees, while harassment is prohibited in workplaces with even one employee or independent contractor. Coverage and exceptions depend on the facts; consult CRD’s employment FAQ.
CRD and EEOC filings
CRD describes cross-filing under its worksharing arrangement: an EEOC complaint is automatically filed with CRD as well, and a CRD complaint alleging facts that would violate an EEOC-enforced law is automatically filed with the EEOC. The agencies usually investigate their own filings. This does not establish that every filing satisfies every federal requirement or deadline; check the rules that apply to your claim.
Gather information and documents
Prepare the facts and records you have. You do not need every possible document to begin an intake. CRD’s examples for employment matters include:
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- The employer or other respondent’s name and contact details, if known, and the names of relevant people.
- Witness names and contact information, if available.
- Work records such as W-2s or 1099s, termination letters, written reprimands, transfer notices, and grievances.
- Communications and other evidence, including emails, text messages, screenshots, and other tangible records.
- Medical records when relevant to a disability, pregnancy disability, or California Family Rights Act claim.
These are examples, not a requirement to provide every item. CRD says you can start in CCRS before everything is ready; an unfinished complaint remains available in the system for 30 days so you can add information.
Choose how to submit the intake
CRD calls its online portal the “fastest and easiest” way to file. Select the channel that works for you:
| Method | How to use it | Practical detail |
|---|---|---|
| Online, through CCRS | Create an account with a valid email address, select the appropriate intake form, and follow prompts about the parties, incidents, and appointment scheduling. | CRD lists appointment scheduling or rescheduling, appointment details, document uploads, and the ability to pause and resume a filing within 30 days among portal features. |
| Download and complete the appropriate CRD intake form, then email it to [email protected]. | Use the form CRD provides for the complaint type. | |
| Send the completed form to Civil Rights Department, 651 Bannon Street, Suite 200, Sacramento, CA 95811. | CRD warns that mail may increase processing time. | |
| Phone | Call 800-884-1684 (voice) or California Relay Service at 711. | CRD lists contact-center hours as Monday through Friday, 8 a.m. to 5 p.m., except state holidays. A representative can help with filing and arranging an intake appointment. |
| In person | CRD lists its Sacramento headquarters and regional offices as options. | Confirm current location details with CRD before traveling. |
For online filing, start at CRD’s complaint process page or its How to File a Complaint page for current instructions and forms.
What happens after you submit
- Intake interview: Submitting the intake initiates an interview with a CRD representative. Be prepared to explain the events and provide the information and documents you have.
- Screening: CRD evaluates whether the allegations are within its authority and whether to accept a formal complaint for investigation. An intake submission alone is not an accepted complaint or a decision on the merits.
- Investigation and possible resolution: If CRD accepts the complaint, it may review information from you, the respondent, witnesses, and other sources. Where appropriate or required, it may try to resolve the dispute through conciliation or its Dispute Resolution Division.
- Case outcome: CRD may close a case if it finds no reasonable cause. If it finds reasonable cause, it may consider legal action. Follow any correspondence for deadlines or required next steps.
Decide carefully before requesting an immediate Right-to-Sue notice
For an employment lawsuit under FEHA, CRD says a person must first file a complaint and obtain a Right-to-Sue notice. You can request an immediate notice through CCRS or by submitting the printed form. The tradeoff is important: once CRD issues an immediate notice, it will not investigate the complaint, even if you later decide not to sue. The notice provides one year from its date to file suit.
If you want CRD to investigate, understand that requesting an immediate notice ends that path. If you are considering court, CRD recommends consulting an attorney; its notice and case-closure correspondence may identify a deadline applicable to your case. A CRD Right-to-Sue notice is distinct from federal EEOC paperwork. For CRD’s instructions, see its Right-to-Sue information.
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Official CRD resources
- CRD complaint process and filing options
- CRD employment FAQ and eligibility information
- CRD Right-to-Sue instructions
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