There is no general federal workplace harassment law
Federal law does not ban rude, abusive or bullying behavior at work as such. Harassment becomes unlawful under Title VII only when it is based on a protected characteristic such as race, color, religion, sex or national origin, and no federal statute sets a deadline for an employer to finish an internal investigation. What does run on a clock is the charge a worker files with the EEOC, and this calculator works out those dates from the day of the act.
Both charge periods are counted from the day after the act, and the optional internal target uses the same starting point so the dates stay comparable. The longer period applies where a state or local fair employment practices agency has jurisdiction, which covers most of the country.
Statutory basis (as of September 2026) — the charge periods are in 42 U.S.C. 2000e-5(e)(1): 180 days, extended to 300 days where a state or local agency enforces a comparable law. Parallel periods apply to disability claims under 42 U.S.C. 12117 and age claims under 29 U.S.C. 626(d). An employer duty to investigate promptly and take reasonable corrective action comes from the affirmative defense recognized in Faragher v. City of Boca Raton and Burlington Industries v. Ellerth, not from a fixed statutory timetable.
This calculator is for reference only and is not legal advice. Filing periods can shift with continuing violations and state deadlines, so consult a licensed employment attorney about your specific situation.
Frequently Asked Questions
Not by itself. Federal law reaches harassment only when it is based on a protected characteristic. Some states and cities have broader rules, and conduct that is not covered can still breach an employer policy or a contract.
The 300-day period applies where a state or local fair employment practices agency enforces a comparable law, which is true in most states. Filing early is safer than relying on the longer period.