New EEOC Report: Agency Secured $660M for Workers in FY 2025

In FY 2025, the EEOC secured $660 million for workers who reported employment discrimination – and most of that money was recovered before cases ever reached court.

According to the agency’s FY 2025 performance report, the EEOC secured $528 million through pre-litigation efforts, a record high for the agency. Of that total, $52.5 million came through conciliation, a 24% increase over FY 2024. 

Litigation accounted for a significantly smaller share of total recoveries.  

More Workers Filing Formal EEOC Charges

In FY 2025, the EEOC reported:

• 91,503 new discrimination charge filings, up 3.4% from FY 2024
• 256,947 inquiries in field offices, a 3.5% increase over the previous fiscal year
• 522,329 calls to the agency contact center, down 5.5% from FY 2024, and
• 88,531 emails, a 1.6% decrease compared to FY 2024.

Despite fewer calls and emails, charge filings increased, which may indicate more employees are moving directly into the formal complaint process.  

EEOC Lawsuits in FY 2025

The EEOC reported a favorable result in 96.5% of all district court resolutions, a category that includes settlements and consent decrees as well as court decisions. 

What the Lawsuits Were Based On

Sex and/or pregnancy discrimination was the most commonly alleged basis in FY 2025 (42 cases), followed by disability (35) and retaliation (31). Other asserted bases included:

• Religion – 10 cases
• Age – 8 cases
• National origin – 2 cases, and
• Race – 2 cases.

What this means for HR: Most lawsuits were based on sex and/or pregnancy, so that’s an indication for HR to examine issues involving pay equity, promotions, leave returns and employee complaint responses. Prioritize audits in those areas. 

Most Commonly Raised Issues

The EEOC report also breaks out the issues raised. Discharge or constructive discharge was the most commonly asserted issue in FY 2025 (64 cases), followed by reasonable accommodation (40) and harassment (29).

Other issues included terms and conditions (18 cases) and hiring (16).

What this means for HR: Discharges topped the list with 64 cases, so that’s a sign for HR to review progressive discipline records and inconsistencies in performance documentation.

How to Respond to an EEOC Charge

In Q&A guidance provided to HRMorning, attorney Michael Nader of Ogletree Deakins said employers may consider the following steps if they receive an EEOC charge:

• Confirm the employee’s dates of employment, positions held and circumstances of departure, if applicable. Confirm similar information about the accused.
• Ensure HR and executives are aware of the charge. Thoroughly investigate the complaint.
• Tell all relevant departments and individuals to preserve all info, data and evidence related to the matter.
• Request a two-week extension of the charge response date.
• Assess the risk of a broader EEOC investigation into systemic issues.