The guide below is general information for employees, not legal advice. Every situation is different. If you believe your rights have been violated, talk to an employment attorney about the facts of your case.
Workplace discrimination happens when an employer treats you unfavorably because of who you are — not because of your performance, qualifications, or conduct. Federal law and the Minnesota Human Rights Act both prohibit employment decisions based on certain protected characteristics. Understanding those protections is the first step toward recognizing when something at work may be unlawful.
Protected characteristics under federal law
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, national origin, sex (including pregnancy and related conditions), and religion. The Americans with Disabilities Act (ADA) protects qualified individuals with disabilities. The Age Discrimination in Employment Act (ADEA) protects workers age 40 and older. Other federal laws address equal pay, genetic information, and more. Many of these laws apply to employers with 15 or more employees, though thresholds vary by statute.
Protected characteristics under Minnesota law
The Minnesota Human Rights Act (MHRA) covers a broader set of characteristics than many federal statutes. In addition to race, color, national origin, sex, religion, disability, and age, Minnesota law protects marital status, familial status, sexual orientation, gender identity, and status with regard to public assistance, among others. The MHRA generally applies to employers with one or more employees, making it an important source of protection for Minnesota workers.
What discrimination looks like in practice
Discrimination is not always obvious. It can include being passed over for hire or promotion, receiving lower pay or worse assignments, facing discipline that others do not receive for similar conduct, or being subjected to harassment or a hostile work environment. Adverse actions tied to a protected characteristic — or to complaining about discrimination — may violate the law even when an employer offers a different explanation.
Patterns matter: who was treated better, what was said, how policies were applied, and whether decision-makers knew about your protected status. Documenting dates, witnesses, and communications can be critical if you later need to file a complaint or pursue a claim.
What to do if you think you have been discriminated against
Deadlines to file administrative charges are often short — sometimes as little as 300 days for federal claims filed with the EEOC, and one year for many Minnesota Human Rights Act claims. If you believe you have experienced discrimination, seek advice promptly. An attorney can help you evaluate your options, preserve your rights, and decide whether to file with an agency, negotiate, or litigate.