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How to File a Civil Rights Department Complaint

The Civil Rights Department is the state agency for these claims. Filing there is not the same thing as filing a lawsuit, and it is not the same thing as hiring a lawyer.

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.

Where to file

File online or get the intake process at calcivilrights.ca.gov/complaintprocess. The department’s toll-free number is 800-884-1684. TTY is 800-700-2320. The California Relay Service is 711. If a disability requires a reasonable accommodation to file, the department can help with the complaint process.

Government Code § 12960 treats filing an intake form as filing the complaint. The date of a later verified complaint relates back to the intake. Write down the confirmation. The deadline is explained on the FEHA complaint deadline page.

Who can file, and what happens next

Employees file for discrimination, harassment, and retaliation. The workplace notice says independent contractors and volunteers may file if they believe they were harassed. Applicants, unpaid interns, and the other people covered by the harassment statute can file as well.

The department may investigate, close the file, or issue a right-to-sue notice. A right-to-sue notice starts a separate clock to file in court. Many people file with the department because the statute requires it before a FEHA lawsuit. Federal charges with the EEOC are a different track. See EEOC vs. CRD and do I need to file with the CRD before I sue.

Submitting a complaint to the department, or a form on this website, does not create an attorney-client relationship with Workplace Rights Advocacy.

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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?

Yes—initial consultations are typically free and confidential. Contacting us does not create an attorney–client relationship until there is a signed written agreement.

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.