Filing an EEOC Complaint vs. Hiring an Employment Attorney
Workplace discrimination claims generally start with a charge filed with the EEOC or a state fair employment agency — a required step before most such claims can go to court. Some employees handle this step alone; others involve an employment attorney from the start.
By submitting, you agree to be contacted by phone, text, or email about your project, including by automated means, even if your number is on a do-not-call list. Consent is not a condition of purchase. See our Privacy Policy and TCPA Compliance page for details.
Assigners CommitmentYour request is only shared with a service provider matched to your project and service area — never sold as part of a bulk or resold list.
Filing an EEOC Complaint Yourself
You file a discrimination charge directly with the EEOC or your state's equivalent agency, which investigates and may attempt mediation.
- No cost to file the initial charge
- Can work for straightforward claims with clear documentation
- Agency investigations can take many months
- You're navigating the process and any employer response alone
- Agencies handle large caseloads and can't advocate specifically for you
Employment Attorney
An attorney evaluates your claim, helps prepare and file the agency charge, and represents you through investigation, mediation, or a subsequent lawsuit.
- Evaluates whether your claim is strong before you file anything
- Can negotiate directly with your employer or its counsel
- Ready to proceed to a lawsuit if the agency process doesn't resolve it
- Not every claim is strong enough for an attorney to take on contingency
- Hourly billing may apply for claim types that aren't contingency-based
Which one makes sense for you?
Filing an EEOC complaint yourself costs nothing and can work for a clear, well-documented claim you're comfortable managing alone. An attorney adds cost (unless taken on contingency) but brings claim evaluation, negotiation leverage, and readiness to litigate if the agency process stalls — often worthwhile once real wages or damages are at stake.
Key cost factors.
- Strength and documentation of your discrimination or retaliation claim
- Whether your employer has legal representation already
- Potential value of lost wages, reinstatement, or damages
- How comfortable you are managing an agency process directly
Before you decide.
- Based on what I've documented, how strong does my claim look?
- Would you take this case on contingency, or is it hourly?
- What happens if the agency doesn't find in my favor?
Frequently asked questions.
Do I have to file with the EEOC before I can sue my employer?
For most federal discrimination claims, yes — filing a charge with the EEOC (or a state equivalent) is generally a required first step before you can file a lawsuit.
All figures on this page are illustrative examples for general education, not quotes, appraisals, or guarantees of actual pricing. Actual costs vary by provider, location, project scope, and market conditions — always get a specific quote before making a purchasing decision.
Selling in legal?
Talk to our sales team about sourcing exclusive, real-time leads, warm transfers, and inbound calls.