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FEHA Complaint Deadline in California

Three years is the usual Civil Rights Department deadline for these employment claims. People who were under 18 get a specific comparison of dates. Other extensions exist.

General education for California employees—not legal advice. Your facts and deadlines control. This is not a Workplace Rights Advocacy case result. It explains the Civil Rights Department workplace notice in plain English. It is not the poster and it is not a complete statement of every exception.

The three years

Government Code § 12960(e) says a complaint of a FEHA employment violation shall not be filed after three years from the date of the unlawful practice. The Civil Rights Department tells workers to submit an intake form within three years of the date they were last harmed. The intake date is the filing date.

People under 18

The workplace notice states the rule for minors in one sentence: the complaint must be filed within three years after the last act, or within one year after the person’s 18th birthday, whichever is later. That tracks Government Code § 12960(e)(6)(D), which allows the filing period to be extended for up to one year after the person reaches the age of majority. Use the later of the two dates. Do not assume the clock waited until the 18th birthday and then started a fresh three years.

Other reasons the date can move

The same statute has other extensions, including a period of up to 90 days when the person first learned the facts only after the deadline expired. Continuing conduct can affect which day counts as the last act. After the department issues a right-to-sue notice, a civil lawsuit has its own deadline, often one year from that notice. This page is not a calculation for any particular firing. See statute of limitations by claim.

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Common questions

Answers we give on every page before you call. More detail is on our full FAQ page.

Do I have a case?

If you faced discrimination, harassment, retaliation, unpaid wages, wrongful termination, leave denial, or a refused disability accommodation, you may have claims. Whether your facts support a case depends on the evidence, deadlines, and applicable law—we evaluate that in consultation.

How much does it cost?

Initial consultations are typically free. If we take the matter, fees are usually explained in a written agreement before you hire us. Many employment cases are handled on contingency (see below).

Do you work on contingency?

In many employment matters, yes—attorney fees may be collected only if there is a recovery, subject to a signed fee agreement. Costs and fee arrangements can vary by case type; we confirm the terms up front.

How long will my case take?

Some matters resolve in months; contested lawsuits can take a year or longer through discovery, mediation, arbitration, or trial. Timing depends on the claims, court or arbitrator calendars, and whether the other side fights. See how long employment lawsuits take.

What should I bring?

Bring or upload what you have: a short timeline, pay stubs or time records, emails and texts, write-ups or reviews, medical or leave paperwork, and the names of witnesses or managers. See our documentation guide.

Free consultation?

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What happens after I contact you?

Our intake team reviews what you send, follows up if we need more detail, and screens deadlines and claim types. If the matter may be a fit, we schedule a consultation to discuss options, risks, and next steps—or we let you know promptly if we cannot help.