Here are the persistent and emerging issues the EEOC addressed in 2024 and will likely pursue again in 2025:

Systemic discrimination: The agency filed 13 new systemic cases involving a pattern, practice or policy of discrimination in 2024.
Violations of the Americans with Disabilities Act (ADA): The EEOC filed 48 cases on behalf of workers with disabilities in 2024. Many of the cases dealt with inflexible employer policies, like requiring employees to work with no medical restrictions and no accommodations or assessing points for absences related to the employee's disability.
Unlawful treatment of pregnant workers: The EEOC filed five cases under the Pregnant Workers Fairness Act (PWFA), a relatively new law that went into effect in 2023. The PWFA requires employers to provide workplace accommodations — absent undue hardship — to employees with limitations due to pregnancy, childbirth or a related condition, including lactation.
Age discrimination: The agency filed seven cases under the Age Discrimination in Employment Act.
Retaliation: 40 cases involved alleged retaliation under various statues the EEOC enforces.
Underage sexual harassment: The EEOC filed five sexual harassment cases on behalf of teenage workers.
Sex discrimination: Seven cases involved sex discrimination based on sexual orientation or gender identity.

The EEOC, in addition to the 110 employment discrimination suits, also filed 18 suits for non-compliance with federal reporting requirements and one suit for the alleged breach of a conciliation agreement.

Special Reports /

EEOC litigation trends to watch in 2025

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