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Job discrimination occurs when an employer treats an employee or job applicant unfairly based on certain protected characteristics, rather than job performance or qualifications. In Maryland, job discrimination laws are designed to ensure everyone has equal opportunities in the workplace. These laws protect individuals from unfair treatment in all aspects of employment, including hiring, firing, promotions, pay, job assignments, training, and benefits. Both federal and Maryland state laws prohibit employers from making employment decisions based on race, color, religion, sex, age, disability, national origin, sexual orientation, gender identity, marital status, and other protected categories.
Individuals may encounter job discrimination in various situations. Hiring a lawyer is helpful if:
A lawyer can evaluate your case, explain your rights, help you file a complaint or lawsuit, and negotiate with your employer. They can also ensure you meet important deadlines and avoid common legal pitfalls.
Maryland has robust laws to combat job discrimination, which often provide broader protections than federal laws. The key aspects include:
Employees may file complaints with either MCCR or the federal Equal Employment Opportunity Commission (EEOC).
Job discrimination is any adverse action taken by an employer based on protected characteristics, such as race, gender, religion, age, disability, sexual orientation, gender identity, or national origin. This includes unfair treatment during hiring, firing, promotions, pay, job assignments, or harassment.
You can file a complaint with the Maryland Commission on Civil Rights (MCCR), the federal Equal Employment Opportunity Commission (EEOC), or both. Complaints generally must be filed within 180 days (MCCR) or 300 days (EEOC) of the discriminatory act.
Maryland law explicitly prohibits discrimination based on sexual orientation and gender identity. This means employers cannot take adverse action or harass you because you are lesbian, gay, bisexual, transgender, or queer.
No. Both federal and Maryland laws make it illegal for employers to punish you for reporting discrimination, filing a complaint, or participating in an investigation or lawsuit about job discrimination.
Keep records of incidents, emails, texts, performance reviews, and witness statements that support your claim. Evidence of different treatment compared to others in similar positions, or patterns of discriminatory behavior, can help prove your case.
Yes. Generally, you must file with the MCCR within 180 days or with the EEOC within 300 days from the last discriminatory act. Missing these deadlines may result in losing your right to seek legal remedies.
Yes. Maryland requires employers to provide reasonable accommodations for conditions related to pregnancy and childbirth, and protects pregnant workers from discrimination.
It is unlawful for employers to fire, demote, or otherwise retaliate against you for asserting your rights under anti-discrimination laws. If this happens, you may have an additional claim for retaliation.
Yes. Maryland law prohibits employers from discriminating against workers age 40 and older. This includes bias in hiring, firing, promotions, benefits, and other employment actions.
Speaking with an attorney is highly recommended. A lawyer can help you understand your rights, guide you through the process, help preserve evidence, and maximize your chances of a successful outcome.
If you believe you have experienced job discrimination in Maryland, consider these steps:
Legal processes can be complicated and emotionally challenging, but you do not need to navigate them alone. Taking quick action and getting the right support improves your ability to protect your rights and receive fair treatment at work.
