In a system with at-will employment and no statutory severance, the strongest protections American workers have come from anti-discrimination and safety law.
Protected classes
Federal law prohibits employment discrimination based on:
- Race, colour, religion, sex and national origin — Title VII of the Civil Rights Act
- Disability — the Americans with Disabilities Act
- Age 40 and over — the Age Discrimination in Employment Act
- Genetic information — GINA
Sex discrimination has been interpreted to include pregnancy, sexual orientation and gender identity.
Many states go further
State laws frequently add protected categories and cover smaller employers than federal law reaches. Check your state's list — it is often broader.
Reasonable accommodation
The ADA requires employers to provide reasonable accommodation for a qualified individual with a disability, unless it causes undue hardship. Religious accommodation obligations exist under Title VII.
Retaliation
This is often the stronger claim. It is unlawful to retaliate against you for:
- Reporting discrimination or harassment
- Filing a wage claim
- Reporting a safety violation
- Taking legally protected leave
Retaliation claims succeed even where the underlying complaint does not, because the retaliation itself is the violation.
The EEOC
The Equal Employment Opportunity Commission handles federal discrimination charges. There are filing deadlines — generally 180 or 300 days depending on your state — and they are strict.
Missing the deadline usually ends the claim.
Workplace safety
OSHA guarantees a workplace free from recognised hazards. You have the right to:
- Report a hazard without retaliation
- Request an OSHA inspection
- See records of work-related injuries
- Refuse work in certain imminent-danger situations
Document everything
Dates, what was said, who was present, and any written communications. In a system with few procedural protections, contemporaneous records are what make a claim viable.