To file a California workplace discrimination complaint, submit an employment intake form to the California Civil Rights Department (CRD), preferably through its California Civil Rights System (CCRS). CRD reviews the intake and decides whether to accept a formal complaint for investigation; submitting an intake is not a finding that discrimination occurred. CRD’s general guidance gives employees three years from the alleged discriminatory act to submit an employment intake, but your deadline can depend on your case, so verify it promptly.
Before filing: check the deadline and your options
CRD says an employment intake must be submitted within three years of the last harm; its employment FAQ describes the general limit as three years from the alleged discriminatory act. Because a particular claim’s deadline can depend on the facts and procedural history, do not use the general period to calculate your own deadline. Check CRD’s Employment FAQ and get case-specific legal advice if needed.
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Decide whether you want CRD to investigate or are considering going to court. An immediate Right-to-Sue notice lets an employment complainant pursue court action without a CRD investigation. Once CRD issues that notice, it will not investigate the complaint, even if you later choose not to sue. The notice gives you one year from its date to file suit. CRD recommends consulting or having an attorney before choosing this route.
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What to gather for the intake
Write down what happened, when it happened, who was involved, and which employer or other respondent you believe was responsible. Provide specific dates and facts, and identify witnesses with contact information where available. You can begin in CCRS without having every document ready; an unfinished filing remains available in the portal for 30 days so you can add information.
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CRD lists these as examples of potentially useful employment records, not as documents every person must provide:
- W-2s or 1099s, if relevant to your work
- Termination letters, written reprimands, or transfer notices
- Emails, text messages, screenshots, grievances, and other tangible records
- Witness names and contact information
- Medical documentation when relevant to a disability, pregnancy disability, or California Family Rights Act claim
Submit an employment intake to CRD
CRD describes its online portal as “The fastest and easiest way is online via the California Civil Rights System (CCRS) portal.” Other official options include email, mail, phone, and in-person filing.
| Method | How to use it | Practical detail |
|---|---|---|
| CCRS online | Create an account with a valid email address, choose the appropriate intake form, and follow the prompts for parties, incident details, and appointment scheduling. | The portal supports appointment scheduling and rescheduling, appointment details, document uploads, and pausing and resuming a filing within 30 days. |
| Download and complete the appropriate CRD intake form, then email it to [email protected]. | Use the CRD form that matches your complaint. | |
| Send the completed form to Civil Rights Department, 651 Bannon Street, Suite 200, Sacramento, CA 95811. | CRD warns that mail may increase processing time. | |
| Phone | Call 800-884-1684 (voice) or California Relay Service at 711. | The contact center lists hours of Monday through Friday, 8 a.m. to 5 p.m., except state holidays. A representative can help with filing and scheduling an intake appointment. |
| In person | CRD lists its Sacramento headquarters and regional offices as filing options. | Confirm office location details with CRD before traveling. |
What happens after you submit
Submitting the intake starts CRD’s intake process. A CRD representative interviews you and screens the allegations to determine whether they fall under laws the department enforces and whether it can accept a formal complaint for investigation. If accepted, CRD may review information and evidence from you, the respondent, witnesses, and other sources.
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Depending on the case, CRD may seek resolution through conciliation or its Dispute Resolution Division. It may close a case if it finds no reasonable cause; if it finds reasonable cause, it may consider legal action. Intake submission alone does not establish that unlawful conduct occurred.
Who can file, and how CRD relates to the EEOC
CRD says applicants and employees may file employment discrimination complaints, including applicants for training programs leading to employment. Harassment complaints may also be filed by unpaid interns, volunteers, and contractors. CRD says the Fair Employment and Housing Act (FEHA) applies to covered California workers regardless of citizenship or immigration status, and that it does not ask about that status.
CRD describes FEHA as covering public and private employers. Its FAQ says employers with five or more employees are subject to the employment discrimination prohibition, while harassment is prohibited in workplaces with even one employee or independent contractor. Coverage and exceptions depend on the law and circumstances; consult CRD’s Employment FAQ for scope details.
CRD says a complaint filed with the EEOC is automatically filed with CRD as well, although the EEOC usually investigates. A CRD complaint alleging facts that would violate a law enforced by the EEOC is automatically filed with the EEOC, although CRD usually investigates. This cross-filing description applies within the agencies’ worksharing scope; it is not a substitute for checking whether a specific filing meets federal requirements or deadlines.
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For an employment discrimination lawsuit under FEHA, CRD says you must first file a complaint and obtain a Right-to-Sue notice. You can request the notice through CCRS or submit the printed form. The immediate notice is a consequential election: CRD will not investigate after issuing it, and the notice gives you one year from its date to file suit. CRD recommends having an attorney file a lawsuit. Federal EEOC Right-to-Sue paperwork is separate. Read the CRD Right-to-Sue instructions and get legal advice promptly if you are considering court; CRD notices and case-closure correspondence may specify a deadline that applies to your matter.
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