Americans with Disabilities Act (ADA)
The Americans with Disabilities Act (ADA) protects the rights of people with disabilities. It guarantees equal opportunity in:
The Department of Justice ADA information line answers questions about ADA requirements. It's available to businesses, state and local governments, and the public. Call 1- 800-514-0301 (TTY: 1-800-514-0383).
Find More ADA Resources From the Government
The ADA website has information on:
The United States Access Board website provides:
Section 508 of the Rehabilitation Act requires federal agencies to make electronic and information technology accessible.
When to File a Complaint
According to Title III of the Americans with Disabilities Act, hotels, restaurants, and certain places of entertainment must provide disability access.
If you feel that you've been the object of Title III discrimination, you can file an ADA complaint.
Several federal laws protect the rights of Americans with disabilities to vote. These include the Americans with Disabilities Act (ADA) and the Help America Vote Act (HAVA).
Voters with disabilities have the right to:
Vote in private, without help
Have an accessible polling place with voting machines for voters with disabilities
Polling places must have:
Wheelchair-accessible voting booths
Entrances and doorways at least 32 inches wide
Handrails on all stairs
Voting equipment for people who are blind or visually impaired
If you have a disability, you may:
Seek help from poll workers trained to use the accessible voting machine, or
Bring someone to help you vote.
You can also ask local election officials what other options you have.
Some states offer “curbside voting," when a poll worker brings everything you need to vote to your car.
Some set up polling places at long-term care facilities.
Local organizations may provide transportation to the polls.
Many states let people with disabilities vote by mail.
The Election Assistance Commission (EAC) helps people overcome language barriers to voting.
Federal law also lets you bring someone to help you if you can't read or write.
Get Help and Learn More
Discrimination and Harassment at Your Job
The Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting employment discrimination. These laws protect employees and job applicants against:
Discrimination, harassment, and unfair treatment by managers, co-workers, or others in the workplace because of race, color, religion, sex (including gender identity, transgender status, and sexual orientation), pregnancy, national origin, age (40 or older), disability, or genetic information
Denial of a reasonable workplace accommodation for disability or religious beliefs
Retaliation because they complained about job discrimination, or helped with a job discrimination investigation or lawsuit
Not All Employers Are Subject to EEOC Laws
An employer must have a certain number of employees to be covered by EEOC-enforced laws. This number varies depending on the type of employer (such as business or government agency) and the kind of discrimination alleged (such as race or age).
Businesses and state and local governments must have at least 15 employees for EEOC involvement in most types of discrimination complaints.
For age discrimination complaints:
Federal agencies are covered by EEOC laws for all types of discrimination no matter how many employees they have.
Filing a Charge with the EEOC
If you are being harassed or discriminated against, you can file a charge with the EEOC. You have 180 days from the date of the event to file a complaint. In some situations, this deadline may be extended.
Federal employees and job applicants have a different complaint process.
Filing a Complaint with State or Local Government or with a Tribal Employment Rights Office
Most states and many local governments have their own anti-discrimination laws and their own agencies that enforce them. These laws may offer protections beyond EEOC-enforced laws.
Some state laws:
Apply to businesses with only five or six employees
Protect people from discrimination because they’re married or unmarried or have children
Have different deadlines for filing a charge or different standards for deciding whether you’re covered by them
To find state and local agencies and tribal employment rights offices:
Find the EEOC field office that has jurisdiction over your area.
Select “State and Local Agencies” from the office information list in the box on the left.
Many states have more protections for nursing mothers than what federal law requires. When they do, these laws are enforced by state labor offices.
Filing a Lawsuit
Victims of discrimination or harassment can file a lawsuit. If you feel you’ve been discriminated against under federal law, you must first file a charge with the EEOC, except for cases involving unequal pay between men and women.
You may decide to sue if the EEOC can’t help you with your complaint. In either case, look for an attorney who specializes in employment law. You can check with:
Laws that the EEOC Enforces
Federal employment discrimination laws include:
Harassment is unwelcome conduct based on race, color, religion, sex, national origin, age, pregnancy, disability, or genetic information.
It can include:
Sexual harassment may include:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature
Offensive remarks about a person's sex—for example, offensive remarks about women in general
Harassment becomes illegal when:
Protection from Retaliation
Equal Employment Opportunity laws prohibit retaliation against employees and job applicants who take action against discrimination or harassment at the workplace. For example, it’s unlawful to punish people for:
Filing or being a witness in an EEO charge or investigation
Communicating with a supervisor or manager about job discrimination or harassment
Refusing to follow orders that would result in discrimination
- Resisting sexual advances, or intervening to protect others