How to use the job discrimination claim deadline calculator
Korean labor law gives a dismissed worker three months to ask the Labor Relations Commission for relief. The United States has no equivalent general procedure, so this tool calculates the deadlines that actually exist here for the specific claims a fired worker can bring.
Legal basis — Employment in the United States is presumed to be at will, which means a firing can be lawful even when it feels unfair. A claim has to rest on a protected ground. Under 42 U.S.C. 2000e-5(e)(1) an EEOC charge must be filed within 180 days of the discriminatory act, extended to 300 days where a state or local fair employment practices agency can grant relief. An unfair labor practice charge with the NLRB must be filed within six months under 29 U.S.C. 160(b). Equal Pay Act claims follow 29 U.S.C. 255(a), which allows two years, or three for a willful violation. Figures reflect law as of September 2026.
Separate rules can apply to mass layoffs. The WARN Act at 29 U.S.C. 2101 requires 60 days of notice before a covered plant closing or mass layoff, and several states run their own longer versions. State discrimination statutes sometimes allow more time than the federal route, so it is worth checking both.
This calculator is for reference only and is not legal advice. Consult a licensed attorney or the relevant agency about your specific situation before a deadline passes.
Frequently Asked Questions
No. Employment is at will in almost every state, so there is no general remedy for being fired unfairly. A claim has to rest on a specific ground such as discrimination, retaliation, union activity, a contract or a public policy exception recognised by state law.
42 U.S.C. 2000e-5(e)(1) extends the period to 300 days where a state or local fair employment practices agency can grant relief for the same conduct, which covers most states. Confirm with the EEOC before relying on the longer period.