Plain-English explanation.
Discrimination cases require careful attention to unequal treatment, comparators, discipline, remarks, and the employer's stated reason. The strongest analysis usually starts before the legal label. It starts with the timeline, the documents, the people involved, and the consequences. GB Law looks for the facts that show what changed, who made the decision, and whether the record supports the stated reason.
For clients, these matters can affect income, references, discipline, certification, professional standing, and future work. The goal is not to overstate a claim. The goal is to understand whether the facts support a serious legal strategy and whether the matter is a fit for direct attorney attention.
Does this sound familiar?
- You were passed over for a promotion or raise that went to someone less qualified outside your protected class.
- Disciplinary standards were applied differently to you than to coworkers in the same role.
- Comments were made about your race, age, sex, pregnancy, religion, accent, or disability.
- You were the only person in your protected class in your department or role.
- Pay or assignments were not equal for substantially equal work.
- Training, mentorship, or stretch assignments went to coworkers outside your class.
- You requested an accommodation and the response was punitive rather than interactive.
What the law may protect.
Title VII prohibits discrimination based on race, color, religion, sex (including sexual orientation and gender identity), and national origin. The ADA protects qualified individuals with disabilities. The ADEA protects workers age 40 and older. The Illinois Human Rights Act extends to employers with one or more employees and covers additional protected categories. The Chicago Human Rights Ordinance and Cook County Human Rights Ordinance add local protections. Remedies include back pay, front pay, compensatory damages, punitive damages where authorized, and attorney fees.
Different deadlines and procedures can apply depending on whether the matter involves a private employer, public employer, agency proceeding, wage claim, constitutional claim, or administrative decision. That is why early review matters.
What evidence should you save?
- Performance reviews and personnel records from multiple years.
- Job postings, interview notes, or rejection emails (for hiring claims).
- Pay records, raise history, and bonus documentation (for pay claims).
- Communications mentioning protected characteristics.
- Comparator information: how similarly situated employees outside your class were treated.
- Internal complaints, HR investigations, and EEOC or IDHR charges.
- Witness names from coworkers who observed differential treatment.
Deadlines to know.
EEOC charges must be filed within 300 days in Illinois. IDHR charges have a 300-day deadline. After receiving a notice of right to sue, a federal lawsuit must be filed within 90 days. Section 1981 race discrimination claims have a four-year statute of limitations. Missing the EEOC or IDHR deadline usually ends the statutory claim.
Questions people ask.
Do I need a right-to-sue letter from the EEOC?
For Title VII, ADA, and ADEA claims, yes. The EEOC issues a notice of right to sue after investigating or after 180 days. Some Illinois claims can proceed without an EEOC filing.
Can I sue for discrimination if I still have my job?
Yes. You do not have to be terminated. Pay disparities, denied promotions, harassment, and discriminatory discipline are all actionable.
How do I prove discrimination if no one said anything explicit?
Direct evidence is rare. Most cases use circumstantial evidence: comparators, statistical patterns, shifting employer explanations, and the timeline of events.
What if my employer retaliates after I complain?
Retaliation is independently illegal, even if the underlying discrimination claim does not succeed. Retaliation claims often produce stronger results than the original claim.