● 1 in 5 U.S. employees has suffered a wrongful termination at some point in their working careers. ● In 2024, 88,531 workplace discrimination charges were filed with the Equal Employment Opportunity Commission (EEOC). ● Between 2018 and 2021, women filed 78.2% of all sexual harassment charges, as well as 62.2% of total harassment charges.

America’s Most Common Work Discrimination Allegations

Wrongful termination (the practice of firing an employee for illegal reasons, such as discrimination, retaliation, or breach of contract) is a common issue in the American workplace. And in many cases, it’s the culminating result of escalating discrimination after an employee reports misconduct, requests accommodations, or belongs to a protected class. Research suggests that about 1 in 5 U.S. workers have experienced a wrongful termination at some point in their career. In 2024, 88,531 workplace discrimination charges were filed with the Equal Employment Opportunity Commission (EEOC), a 9.2% rise from 2023 figures.

This study will look closely at the most common workplace discrimination allegations in the United States, which states feature the highest number of allegations, and what leads to the allegations being made. We’ll also look at gender discrepancies and the industries making the biggest payouts to wronged employees.

Let’s start with a statistical breakdown of the most common workplace discrimination allegations.

Common Workplace Discrimination Allegations

During the fiscal year 2024, the U.S. Equal Employment Opportunity Commission (EEOC) received 88,531 workplace discrimination charges, numbers that emphasize the sheer scale and complexity of employment disputes in the United States.

Among these filings, retaliation was the most dominant allegation, appearing in 42,301 charges, representing 47.78% of all cases.

Retaliation claims typically occur when an employee reports discrimination, harassment, unsafe working conditions, wage violations, or other protected concerns and subsequently suffers adverse employment consequences like termination, demotion, reduced hours, or workplace hostility. The prominence of retaliation as the primary allegation suggests that many workplace disputes escalate after employees attempt to assert their rights, and reinforces the extent to which discrimination and wrongful termination are often closely linked.

The rise of ‘quiet quitting’, the surge in union organization, and the mass voluntary departures that defined the Great Resignation all share a single root cause: workers still do not feel safe speaking up.

According to a study published in The Conversation, many employees choose silence over advocacy due to worries about career retaliation, social ostracism, emotional strain, and even physical consequences for speaking out. When employees do find the

courage to speak up, nearly half allege adverse consequences for doing so. Clearly, employees subject to discrimination who are reluctant to speak up need stronger legal protections, meaningful shifts in workplace culture, and baked-in support systems.

Disability discrimination ranked second among common workplace allegations. 33,668 charges (38.03%) emphasize the ongoing challenges regarding reasonable accommodations, adequate medical leave, and equitable treatment under the Americans with Disabilities Act. As an increasing number of workers manage chronic health conditions, mental health concerns, and nuanced disabilities, disputes regarding accommodations and performance limitations continue to arise.

Race discrimination is close behind and third-placed in the discriminatory rankings. 30,270 race-related charges (34.19%) highlight the fact that race-based inequities remain an enduring driver of federal enforcement activity.

Sex discrimination also represented a substantial share of complaints. 26,872 charges (30.35%) reflect issues ranging from pay disparities and pregnancy-related bias to workplace harassment and gender-based employment inequity. And, for women, workplace discrimination is a deep and complex issue.

The Disproportionate Female Workplace Burden

Women bear a disproportionate share of workplace discrimination in America and face biases, including sexual harassment and pregnancy discrimination.

Between fiscal years 2018 and 2021, women filed 78.2% of all sexual harassment charges received by the EEOC, as well as 62.2% of total harassment charges.

Pregnancy discrimination is an especially entrenched form of gender-based workplace bias. In fiscal year 2024, the EEOC filed its first five lawsuits under the newly enacted Pregnant Workers Fairness Act. This signaled a growing federal commitment to protecting pregnant and postpartum workers, a population that has historically faced disproportionate rates of termination, demotion, and denial of reasonable accommodations.

To Many Employees, Age Is More Than Just a Number

Age discrimination, cited in 16,223 workplace discrimination charges (18.32%), further demonstrates that older workers continue to face concerns about job security, advancement opportunities, and termination practices under the Age Discrimination in Employment Act.

According to study data, age discrimination claims are rising in direct correlation with corporate downsizing: the data makes it clear that older workers bear a disproportionate burden when companies announce layoffs and restructuring plans.

A 2024 AARP study found that 64% of workers over the age of 50 have either experienced or witnessed age discrimination in the workplace, showing that formal EEOC filings represent only a fraction of the actual problem. This type of discrimination often appears under the guise of ‘neutral’ corporate language. Restructuring initiatives disproportionately impact older employees, with performance standards often applied indirectly to veteran staff, making bias difficult to identify but no less real.

Currently, 23% of U.S. job seekers aged 55 and older have been out of work for at least six months, while nearly half of job seekers over 50 have been looking for at least a year, a financial reality that leaves many older workers in an acutely vulnerable position.

When we consider the primary forms of workplace discrimination, it’s important to recognize how frequently they overlap. In fact, many employees allege multiple forms of discrimination within a single complaint, such as race discrimination and retaliation after they’ve reported misconduct, or disability discrimination followed by retaliatory termination.

Overall, the data paints a clear picture of a workplace landscape in which retaliation and protected-class discrimination remain central to federal employment litigation. The high volume and recurring patterns of discrimination allegations suggest not only persistent systemic issues but also growing employee awareness of legal protections and a collective willingness to pursue formal claims when workplace rights are violated.

If we want to try and measure national discriminatory discrepancies, it’s worth considering which U.S. states feature the highest number of discrimination allegations.

Top 10 States for Workplace Discrimination Allegations

In 2024, of 88,013 workplace discrimination charges filed with the U.S. Equal Employment Opportunity Commission (EEOC), a significant portion were concentrated in a small number of states. When adjusted for population, the geographic distribution of complaints shifts considerably from raw volume alone.

Arkansas led the nation on a per-capita basis with 1,720 charges,  1.95% of all filings, translating to 55.9 charges per 100,000 residents, a striking rate for a state of just over 3 million people.

Georgia ranked second with 6,119 charges (6.95%), the third highest raw total in the country, at a rate of 54.7 per 100,000 residents. Mississippi followed closely in third with 1,317 charges (1.50%) and a per-capita rate of 45.1 per 100,000,  remarkable given its population of under 3 million.

Nevada (1,471 charges, 1.67%, 44.1 per 100k) and Tennessee (3,107 charges, 3.53%, 43.6 per 100k) rounded out the top five, reflecting elevated complaint rates across both Sun Belt and Southern labor markets.

Illinois (5,277 charges, 5.99%, 42.0 per 100k), Alabama (2,139 charges, 2.43%, 41.5 per 100k), Pennsylvania (4,835 charges, 5.49%, 37.3 per 100k), North Carolina

(3,922 charges, 4.45%, 36.2 per 100k), and Maryland (2,256 charges, 2.56%, 36.1 per 100k) completed the Top 10.

Collectively, these ten states paint a different picture than raw volume rankings suggest, demonstrating that workplace discrimination complaints are not simply a function of population size. States like Arkansas, Mississippi, and Nevada, none of which crack the top 10 by total filings, emerge as notable outliers when their charge rates are measured against their resident populations.

The prevalence of Southern states in particular may reflect the widespread use of at-will employment arrangements, where workers have comparatively fewer contractual protections and can have their roles terminated with little or no prior warning. This increases the likelihood that employees will turn to federal channels like the EEOC for recourse.

Meanwhile, larger states such as Illinois, Pennsylvania, and North Carolina generate substantial complaint volumes due to their dense corporate presence and expansive, diverse workforces. These working populations are increasingly aware of their legal rights and may be disproportionately motivated to pursue formal claims if they feel those rights are violated.

If we limit the number of discriminatory categories to the five primary examples cited earlier

The Top 5 States For Primary Discriminatory Allegations

If we restrict our analysis of fiscal year 2024 to the five major EEOC discrimination categories (retaliation, disability, race, sex, and age), clear and consistent geographic patterns emerge when complaints are adjusted for population size.

On a per capita basis, the District of Columbia ranked first across all five categories — recording 62.3 retaliation charges, 37.7 disability charges, 36.2 race charges, 33.6 sex charges, and 20.5 age-related charges per 100,000 residents. Given its small residential population of approximately 679,000, however, its rates are significantly amplified and should be interpreted with that context in mind. Among the 50 states, Arkansas and Georgia were the most consistent overperformers. Arkansas ranked second nationally in four of the five categories: age (10.0 per 100k), disability (21.9 per 100k), race (20.2 per 100k), and sex discrimination (16.0 per 100k), a remarkable result for a state with just over three million residents. Georgia placed in the top three across all five categories, posting rates of 29.2 for retaliation, 20.2 for race, 19.0 for disability, 17.3 for sex, and 8.6 for age discrimination per 100,000 residents. Nevada featured in four categories, Tennessee and Mississippi in two each, while Pennsylvania, Alabama, and Illinois each appeared in one.

The concentration of Southern states across these rankings points to deeper structural conditions beyond workforce size alone. Factors including high concentrations of service, logistics, and manufacturing workers, the widespread use of at-will employment, and comparatively limited state-level worker protections may all contribute to elevated filing rates in states like Arkansas, Georgia, Mississippi, and Alabama.

Retaliation stands out as the dominant allegation across the per capita rankings, with DC, Georgia, Illinois, Nevada, and Tennessee all recording their highest per capita figures in this category. This reinforces a well-documented national trend: employees who report discrimination or misconduct frequently face adverse employment actions in response, and states with fewer formal workplace protections appear particularly vulnerable to this pattern.

Collectively, the per capita data suggests that workplace discrimination and retaliation cluster in states where structural labor market conditions, rather than population size alone, create environments in which employees are both more likely to experience discriminatory treatment and more likely to turn to the EEOC for recourse.

The Financial Strain of a Wrongful Termination Claim

Filing a wrongful termination claim often takes a long time. For many employees, the financial strain of waiting for a resolution is as draining as the termination.

On average, the EEOC takes approximately 11 months to investigate and resolve a charge (and this period only covers the administrative phase of the procedure). If a case advances to federal litigation, employees can find themselves in legal limbo for well over a year, often without income, benefits, or financial stability.

The potential result, however, may justify the fight. Wrongful termination settlements typically range from $5,000 to $100,000, with an average settlement of approximately $40,000. Cases involving race, disability, or sex discrimination have led to verdicts in excess of $1 million, and employees represented by legal counsel receive settlements on average around 150% higher than those who pursue claims alone.

Industry Settlements by Sector

Between 2020 and 2024, the EEOC’s litigation resolutions reveal the widespread and systematic enforcement of federal statutes across nearly every American economic sector.

The most frequently represented industries during this period include retail and large-scale logistics. In this field, national chains faced substantial settlements (including a notable $20,000,000 resolution) that often involved layered allegations of disability discrimination, age-related bias, and the failure to provide reasonable accommodations.

The hospitality and food service industry is another primary conflict area, with resolutions that frequently centered on sexual harassment, race discrimination, and retaliation that escalated into constructive discharge.

Healthcare and residential services were also subject to a high litigation volume under the Americans with Disabilities Act, while the industrial and construction sectors, covering asphalt paving firms, steel manufacturing companies, and HVAC services, have repeatedly settled claims involving race-based harassment and national origin discrimination.

The technology, aerospace, and professional staffing industries accounted for some of the most significant penalty outcomes, including resolutions reaching $10,000,000 to $18,000,000. These results highlight the prevalence of systemic issues like age discrimination and retaliatory discharge, even in highly specialized workforces.

Other sectors that appeared in the data include trade services (such as plumbing and electric companies), transportation and aviation services, and financial or insurance institutions, all of which faced enforcement actions related to wrongful termination and discriminatory hiring practices.

These resolutions often stem from complex disputes where an initial bias (whether based on religion, pregnancy, or national origin) led to an adverse employment action, reinforcing the fact that workplace discrimination often evolves to become a significant legal liability.

Collectively, these records from 2020 to 2024 illustrate the fact that workplace discrimination and wrongful termination are not isolated to any single field; they recur across diverse labor markets, where often minor disputes lead to significant federal settlements. And settlements have now reached historic levels.

Historic Financial Outcomes For Workers

Workplace discrimination claims haven’t just increased in volume: they’ve produced historic financial outcomes. In fiscal year 2024, the EEOC secured nearly $700 million for over 21,000 victims of employment discrimination, the highest monetary recovery in the agency’s recent history; it’s also a figure that substantially exceeded the EEOC’s own $455 million annual budget.

This breakdown reveals the scale across every enforcement channel:

Over $469.6 million was recovered for victims in the private sector and state and local government workplaces through mediation, conciliation, and settlements.

More than $190 million was secured for federal employees and applicants, with an additional $40 million won through direct litigation resolutions.

The EEOC’s litigation track record in 2024 was equally striking, with the agency recording a successful outcome in 97% of all suit resolutions, clear confirmation that cases brought to court are overwhelmingly decided in workers’ favor.

The EEOC’s mediation program also enjoyed a banner year, resolving over 71% of private sector mediations and securing $243.2 million in benefits for charging parties,  a 20.8% increase on 2023 results. 

Taken together, these figures are unequivocal: the financial stakes of workplace discrimination claims have never been higher, and the vast majority of employees who pursue their claims through the full legal process recover meaningful compensation.

American Workplace Discrimination: Systemic and Pervasive

Wrongful termination and workplace discrimination are pervasive, financially consequential, and deeply systemic issues across the American workforce, and the problem is getting worse. In fiscal year 2024, the EEOC received 88,531 discrimination charges, a 9.2% increase from 2023 figures. This reflects both the continued scale of workplace misconduct and a growing willingness among employees to pursue formal complaints.

Retaliation emerged as the single most dominant allegation, appearing in nearly 48% of all cases. This suggests a troubling dynamic at the heart of American workplace culture: employees who report discrimination, request accommodations, or assert their legal rights frequently face termination, demotion, or hostility as a consequence of speaking up.

Many employees allege multiple forms of discrimination within a single complaint, such as race discrimination and retaliation after they’ve reported misconduct

Disability, race, sex, and age discrimination followed closely behind retaliation with regard to filing volume. That said, most categories often overlap, as initial bias becomes a layered conflict frequently concluding in wrongful termination.

Women bear a disproportionate share of the burden. They file 78.2% of all sexual harassment charges and face compounding forms of bias that span pregnancy discrimination, pay disparities, and sex-based employment inequity. In truth, this represents a reality the federal government has only recently begun to address through the Pregnant Workers Fairness Act.

Older workers face their own mounting vulnerability, particularly during periods of corporate restructuring and mass layoffs, with age discrimination charges rising by nearly 2,000 filings in 2024 alone. Meanwhile, a 2024 AARP study found that 64% of workers over 50 have experienced or witnessed age-based bias in the workplace. And the majority of discrimination and harassment victims never report their issues due to a fear of retaliation, job loss, and the daunting prospect of a legal process that can take over a year to resolve.

Geographically, complaints are heavily concentrated in large, economically active states, with major economic hubs like California and Illinois generating high complaint volumes due to dense corporate workforces and growing employee awareness of federal civil rights protections.

And no industry is immune from discrimination complaints. Significant EEOC enforcement activity has been recorded across retail, hospitality, healthcare, technology, construction, and transportation. This reinforces the fact that workplace discrimination is not a sector-specific problem but a recurring reality embedded across the American economy.

The financial stakes of pursuing these claims have never been higher, and the outcomes increasingly justify the fight. Wrongful termination settlements average approximately $40,000, while cases involving race, disability, or sex discrimination regularly reach $1 million or more.

In fiscal year 2024, the EEOC secured nearly $700 million for over 21,000 victims of employment discrimination, the highest monetary recovery in the agency’s recent history, with a 97% success rate in litigation results. The EEOC’s mediation program alone secured $243.2 million for charging parties, a 20.8% increase over the previous year. Yet for the workers behind these numbers, many of whom lost their primary source of income, the path to that compensation is rarely straightforward. The legal process is long, expensive, and financially grueling. The employees most likely to secure meaningful outcomes are often those with the resources to sustain themselves while their cases unfold.

Taken together, the data paints a clear picture: workplace discrimination is not a fringe issue confined to isolated incidents, but a widespread, systemic reality. That reality is increasingly being confronted with legal action, historic financial accountability, and a workforce more informed, more determined, and less willing to walk away from employment justice.

If you’re involved in an ongoing class action lawsuit against a company or a discriminatory employer, these cases often take months, if not years, to resolve.

Pegasus Legal Capital, LLC provides class action lawsuit pre-settlement funding to cover expenses and reduce financial strain while you wait for a settlement. Contact us today for more information.

Data Sources

U.S. Equal Employment Opportunity Commission

The Conversation

National Library of Medicine