List of EEOC Offices in Massachusetts

Massachusetts has only one EEOC Area Office which is in Boston. In-office visits are not permissible at the moment because of the pandemic, but either the area office or district office can still be contacted by phone or email for advice.

An intake appointment can also still be scheduled through the online Public Portal and interviews made by telephone.

The Equal Employment Opportunities Commission (EEOC) is a federal agency that oversees all federal anti-discrimination laws as they apply to employment.

These laws include Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). The EEOC investigates and acts on legitimate claims by employees who work for employers with 15 or more employees.

Employees who wish to make a complaint or file a claim but work in smaller workplaces may be able to use a state fair employment practices agency (FEPA).

In Massachusetts this would be the Massachusetts Commission Against Discrimination (MCAD), which has an office in Boston and three other regional state offices.

Massachusetts law protects employees from discrimination at work because they belong to a protected class. A complaint can be filed against an employer if discrimination is experienced in a similar way as can be done with the EEOC.

You have 300 days from the date an incident of discrimination took place to file a complaint with the EEOC in Massachusetts. If you work in a smaller workplace (fewer than 15 employees) the MCAD imposes a similar 300 day limit from the date of the discriminatory act to file a claim of discrimination.

EEOC Office Information in Massachusetts

  • JFK Federal Building
  • 15 New Sudbury Street, Room 475
  • Boston, MA 02203-0506
  • Phone:  1-800-669-4000
  • Fax: 617-565-3196
  • Office Hours:  8.30 – 5 p.m. Monday to Friday for telephone contact only.
  • Director: Feng K. An
  • Regional Attorney: Jeffrey Burstein

State Employment Laws 

Massachusetts has similar laws to the federal government regarding discrimination at work. Discrimination at work because of an employee’s age, gender, sexual orientation, color, religion, ethnicity or disability is illegal.

Any type of sexual harassment at work, such as unsolicited emails, phone calls, physical contact, innuendo, etc., is regarded as a form of sex discrimination and is also illegal.

Employees, especially those who work in smaller workplaces, can file a charge of discrimination with the Massachusetts Commission Against Discrimination (MCAD). The procedure is similar to that used by the EEOC.


What Are Examples of Discrimination in Massachusetts?

Although Title VII of the Civil Rights Act of 1964 forbids employers from discriminating against workers, many employers continue to violate the landmark law by discriminating against workers based on one or more factors.

Title VII defines the factors that employers must not consider when making decisions involving employees. Employers cannot discriminate against workers based on factors such as race, gender, disability, and sexual orientation.

Shortly after the passage of Title VII, a separate federal law made it illegal to discriminate against workers based on age.

If you are a Boston worker who has experienced age discrimination at work, you should contact an employment attorney to determine the best course of legal action.

What is Age Discrimination in a Boston Workplace?

Because of the largest segment of older workers in American history, age discrimination has emerged as one of the most common types of discrimination in a Boston workplace.

The Age Discrimination in Employment Act (ADEA) prohibits employers in Boston and throughout the United States from discriminating against workers that are older than 40 years.

As the Baby Boomer generation ages towards retirement, the number of age discrimination complaints filed with the Equal Employment Opportunity Commission (EEOC) should continue to rise.

Age discrimination takes many forms, some of which are not as obvious as other forms of age discrimination. It can be difficult for an older worker to get hired because an employer prefers to pay less compensation to a younger worker.

Older workers have to apply for more jobs and spend more time unemployed than younger workers because of the pay disparity. Another form of age discrimination is limiting the number of job opportunities that are offered to workers over 40 years old.

Employers also force older workers to quit or retire to fill open positions with younger workers that accept less compensation. Older workers also face acts of wrongful termination based on the discriminatory acts carried out by their employers.

Statistics released by the United States Department of Labor (DOL) indicate that nearly half of all American workers over 40 years old are forced out of the workplace by their employers before they are ready to retire.

Other Common Types of Discrimination in Boston Workplaces

Age discrimination represents just one type of discrimination that plagues workplaces in greater Boston. Race discrimination is a common form of discrimination at work, especially when it comes to promotions and compensation.

Workers of the wrong race have to deal with less experienced workers receiving promotions, as well as earning more pay for completing the same job responsibilities.

For decades, women have faced pay disparities, as employers pay more to a male worker than they pay a female employee working in the same position. Women also are subjected to discrimination in the form of sexual harassment.

Despite the enactment of a federal law, some women continue to face discrimination in Boston workplaces because they choose to take leave because of a pregnancy.

Working with a disability can be problematic for employees. Under the Americans with Disabilities Act (ADA), American employers cannot discriminate against disabled workers. In addition, employers must provide reasonable accommodations to help disabled workers remain on the job.

Next Steps to Take

It can be intimidating going through the process of filing a charge of discrimination against your employer. It can help to have an employment law attorney work with you through this process.

The attorney knows the state and federal laws thoroughly and can help you prepare your case against your employer. The EEOC, or state FEPA, will normally attempt to investigate the complaint. If the EEOC then decides you have grounds to file a lawsuit against your employer in a civil court, the attorney can help prepare a convincing case on your behalf.

Additional Resources