Filing An EEOC Complaint in Tennessee

For most federal discrimination and harassment claims, your first step in fighting back is filing an EEOC complaint.

Our Nashville EEOC lawyers represent employees who have been wrongfully terminated or retaliated against by their employers.

You can contact us online for a free online case review. We accept many cases on a contingency fee basis, so you do not owe any legal fees unless we win. Keep in mind that you may have a short deadline to file and preserve your claims, so do not wait to act.

The EEOC Process in Tennessee

The Tennessee Attorney General’s Civil Rights Enforcement Division (THRC) was abolished effective July 1, 2025, and its state anti-discrimination enforcement responsibilities transferred to the Tennessee Attorney General’s Civil Rights Enforcement Division (CRED). The U.S. Equal Employment Opportunity Commission (EEOC) continues to enforce federal employment discrimination laws.

As of October 2026, the EEOC’s Nashville office currently states that many Tennessee discrimination charges have a 300-day filing deadline. However, best practice is to file promptly rather than relying on the longer period. CRED complaints generally must be filed within 180 days. A separate one-year deadline generally applies to Tennessee Human Rights Act lawsuits, and filing with CRED does not extend that deadline. An EEOC charge is generally required before pursuing federal discrimination claims in court; a CRED complaint is not required before filing a THRA lawsuit. Discuss the deadlines and filing requirements for your particular claims with an experienced Nashville employment lawyer.

Before you file a charge on your own, read the Top 5 Reasons to Have an Attorney File Your EEOC Complaint. What you do not know can legally harm you.

Filing an EEOC complaint (aka a “Charge of Discrimination”) is a mandatory prerequisite to filing a lawsuit under the following federal laws:

• Title VII of the Civil Rights Act of 1964 (including The Pregnancy Discrimination Act)
• The Age Discrimination in Employment Act of 1967
• Title I of the Americans with Disabilities Act of 1990
• The Genetic Information Nondiscrimination Act of 2008
• The Pregnant Workers Fairness Act

The Fair Labor Standards Act, The Family and Medical Leave Act, 42 U.S.C. § 1981, and several other federal laws are not enforced by the EEOC, meaning your lawyer can immediately take your case to court. Although the EEOC enforces the Equal Pay Act of 1963, filing a charge is optional. Filing a charge is also optional under the Tennessee Human Rights Act, but you must file your lawsuit in court within the one year statute of limitation.

After investigating your charge, the EEOC will likely issue what is informally known as a Right to Sue letter. You then have 90 days to file your lawsuit or you waive your right to sue. If the exact date of your receipt of the letter is not known, then you should speak with an experienced Nashville EEOC attorney about your specific deadline because it may be shorter based on your particular circumstances.

Where Do I File My Discrimination Complaint?

Where to file a complaint depends on the size of the employer.

i. Less Than 8 Employees

Unfortunately, if your workplace has less than 8 employees, then you have somewhat limited legal options. You should contact a Tennessee employment lawyer to determine if any state laws or retaliation claims apply to your particular circumstances.

ii. 8-14 Employees

The Tennessee Attorney General’s Civil Rights Enforcement Division (CRED) enforces Tennessee’s anti-discrimination statute called the Tennessee Human Rights Act. It protects employees from discrimination based on protected characteristics such as age, race, and sex for employers with eight (8) or more employees.

If your workplace has at least eight (8) employees, you may file a complaint with the CRED (unless your attorney decides to go directly to court). The CRED complaint process is optional under state law, but you must file your claims within the one-year statute of limitation.

iii. 15 or More Employees

If your workplace has 15 or more employees, filing with the EEOC is your best bet. The EEOC only enforces federal law that covers employers with 15 or more employees. As stated above, the EEOC charge process is mandatory under several federal anti-discrimination laws.

Contact Our EEOC Lawyers Today

Your employer has a small army of lawyers working to deny you your day in court. Level the playing field by hiring a team of experienced employment lawyers.

If you believe your legal rights have been violated and want to pursue a charge, contact our Nashville-based EEOC lawyers by completing our online Intake Questionnaire.