Employers must follow a wide range of federal, state, and local laws that protect workers from unfair treatment. Most of us know these rules cover obvious things like race, color, religion, sex, age, disability, and veteran status. But they also go further. For example, California law (Government Code ?12947.5) says you can’t stop someone from wearing pants just because of their sex. It also bans discrimination over hairstyles and textures, a person’s weight, tattoos, and body piercings. In other words, you can’t use someone’s appearance—what they wear, how they style their hair, or how they choose to decorate their body—as an excuse to treat them differently at work.

And that’s just one part of the picture. Discrimination rules touch many other areas too—everything from who gets hired or promoted to how people are disciplined, paid, or assigned shifts. Since each state or city may have its own extra protections, it’s important for every employer to learn which laws apply where they do business. Taking the time to review both federal standards and your local requirements helps make sure everyone is treated fairly, respected for who they are, and free to be themselves on the job.

The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing U.S. workplace anti-discrimination laws and advancing equal opportunity. Its core mandate is to investigate discrimination complaints, mediate disputes, pursue litigation against violators, and provide guidance to employers and employees on rights and obligations under federal law. The EEOC also collects workforce demographic data (via the EEO-1 report) from employers with 100+ employees to monitor compliance and identify systemic inequities.

When a complaint is filed, the EEOC conducts investigations, facilitates settlements, or issues “right-to-sue?notices if unresolved. Critically, the agency collaborates with state and local fair employment practices agencies, allowing dual-filing of complaints to address overlapping protections. Proactive engagement with the EEOC—through training programs, policy reviews, and prompt resolution of claims—helps organizations mitigate legal risks while fostering inclusive workplaces.

Since 1963, over a dozen significant federal legislative measures pertaining to human resources have been enacted, all of which are connected to the domain of equal employment opportunity. Additionally, local, county, and state governmental entities have established numerous statutes and regulations in this regard. The emphasis of this legislation, as well as the categories of employers addressed by each statute, differ, resulting in considerable overlap among them. The subsequent sections provide a brief overview of the principal federal laws relevant to this field.

(1)	ADEA: The Age Discrimination in Employment Act of 1967 Prohibits: Age-based discrimination against applicants/employees aged over 40, including retaliation for complaints. Applies to: Private employers with over 20 employees (more than 20 weeks/year), labor unions (over 25 members), and government entities.
(2)	OWBA: Older Workers Benefit Protection Act (1990) Prohibits: Age bias in retirement/benefit plans for those over 40. Guarantees: Sets standards for valid ADEA claim waivers. Applies to: Entities with over 20 employees (more than 20 weeks/year) in industries affecting commerce.
(3)	ADA: Americans with Disabilities Act of 1990, amended in 2008 Prohibits: Employment discrimination based on disability. Guarantees: Mandates reasonable accommodations (e.g., adjusted workspaces). Applies to: Private employers with more than 15 employees (over 20 weeks/year), governments, unions, and agencies.
(4)	COBRA: Consolidated omnibus Budget Reconciliation Act (1986) Guarantees: Temporary continuation of group health coverage for ex-employees, spouses, and dependents. Applies to: Employers with more than 20 employees; covers most private and government health plans.