Equal Employment Opportunity Laws

Equal Pay Act of 1963 (EPA) 
The EPA prohibits sex-based pay discrimination between workers for the same employer who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions.

Title VII of the Civil Rights Act of 1964 (Title VII)
Title VII prohibits employment discrimination based on race, color, religion, sex (including sexual orientation and gender identity), and national origin.

Pregnancy Discrimination Act (PDA) of 1978
The PDA amended Title VII to prohibit discrimination on the basis of pregnancy, childbirth, or related medical conditions

Age Discrimination in Employment Act (ADEA) of 1967
The ADEA prohibits employment discrimination against people who are 40 years of age or older. 

Sections 501 and 505 of the Rehabilitation Act (Section 501 and Section 505) of 1973
Section 501 prohibits employment discrimination against applicants or employees of the federal government who are individuals with disabilities. Section 505 contains provisions governing remedies and attorney’s fees under Section 501.

Rehabilitation Act Amendments of 1992
The 1992 Amendments changed the earlier Rehabilitation Act term “handicapped person” to “individual with a disability” and provided that the standards applied under Title I of the ADA apply to employment discrimination determinations. 

Section 504 of the Rehabilitation Act (Section 504) of 1973
Section 504 prohibits organizations and employers from excluding or denying individuals with disabilities an equal opportunity to receive program benefits and services. EEOC has two primary roles with respect to Section 504: Advising federal agencies on compliance with employment-related matters under Section 504, in its coordination role, and ensuring EEOC compliance with 504 in its own federally conducted activities. 

Americans with Disabilities Act (ADA) of 1990 (Titles I and V)
Titles I and V of the ADA make discrimination against a qualified individual on the basis of disability by private employers, most businesses, and state and local governments illegal. Title I addresses employment discrimination on the basis of disability. Title V addresses related matters, including regulations, technical assistance, retaliation, and more.

ADA Amendments Act (ADAAA) of 2008
The ADAAA amends the ADA.  The ADAAA clarifies that the definition of disability does not require extensive analysis and should be construed in favor of broad coverage of individuals, to the maximum extent permitted by the ADA.

Sections 102 and 103 of the Civil Rights Act (CRA) of 1991
Sections 102 and 103 of the CRA amend Title VII, Section 501 of the Rehabilitation Act, and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases, among other statutory changes

Government Employee Rights Act (GERA) of 1991
GERA protects certain state government employees from discrimination on the basis of race, color, religion, sex, national origin, age, or disability.  Protected applicants or employees include any individual chosen or appointed by a person elected to public office in any State or political subdivision of any State to be a member of the elected official’s personal or policymaking staff or to advise the official on the constitutional or legal powers of the office.

Notification and Federal Employee Antidiscrimination and Retaliation Act (No FEAR Act) of 2002
The No FEAR Act requires federal agencies to be accountable for violations of anti-discrimination and whistleblower protection laws by paying for settlements, awards, or judgments against them in whistleblower and discrimination cases out of their own budgets.

Elijah E. Cummings Federal Employee Antidiscrimination Act (Elijah E. Cummings Act) of 2020
The Cummings Act requires federal agencies to enhance transparency about discrimination or retaliation affecting their own workforce. 

Genetic Information Nondiscrimination Act (GINA) of 2008  (Title II)
GINA’s Title II prohibits the use of genetic information, including family medical history, in making employment decisions, such as hiring, firing, advancement, pay, and other terms, conditions, and privileges of employment.

Lilly Ledbetter Fair Pay Act of 2009
The Lilly Ledbetter Fair Pay Act amends Title VII, the ADA, and the ADEA to clarify that a discriminatory compensation decision unlawful under those acts occurs each time compensation is paid pursuant to the discriminatory decision.

Pregnant Workers Fairness Act of 2022
The PWFA requires covered employers to provide reasonable accommodations to an employee’s or applicant’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.