Discrimination Damages Estimator
Estimate potential damages for employment discrimination claims under Title VII, ADEA, ADA, and state laws.
Understanding Discrimination Damages
Employment discrimination damages vary based on the type of claim, employer size, and applicable federal and state laws. Under Title VII, damages include back pay, front pay, compensatory damages (emotional distress), and punitive damages.
Damages caps: Title VII caps combined compensatory and punitive damages based on employer size: $50,000 (15-100 employees) to $300,000 (500+ employees). However, back pay and front pay are not subject to these caps.
ADEA (age discrimination): Unlike Title VII, the ADEA does not allow compensatory or punitive damages. Instead, willful violations entitle employees to liquidated damages (double back pay).
State laws:Many states have their own anti-discrimination laws with higher (or no) caps. For example, California's FEHA has no cap on compensatory or punitive damages.
Filing deadlines: You must file an EEOC charge within 180 days (300 days in states with an equivalent agency). Consulting a lawyer quickly is critical.
Related: Severance Calculator
For questions about possible discrimination specific to your situation, consider consulting a licensed employment attorney in your state.
For educational and informational purposes only, not legal advice. Results are estimates, not a guarantee. Consult a licensed employment attorney about your specific situation.
Legal information on this page last reviewed: July 2026. Laws change, so verify anything important with official sources or a licensed attorney.
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