EEOC Resource Center
What an EEOC Charge Must Contain
29 CFR 1601.12, reviewed source date June 24, 2026. This explains the regulation generally and does not prepare or file a charge.
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1. Your full name and contact information
The full name and contact information of the person making the charge, except as provided in Section 1601.7.
The charge has to identify you, the person who experienced the discrimination, and give the EEOC a way to reach you. Section 1601.7 allows another person or an organization to file on behalf of an aggrieved person in limited situations, but the standard rule is that you name yourself.
General preparation note: Provide your legal name, a mailing address, a phone number, and an email the EEOC can use. Keep this current, because the agency will contact you throughout the process.
2. The employer you are charging, if known
The full name and contact information of the person against whom the charge is made, if known (hereinafter referred to as the respondent).
You name the employer, union, or other party you believe discriminated against you. The regulation calls this party the respondent. The phrase if known matters: you are not barred from filing simply because you do not have every detail about the employer.
General preparation note: Give the employer's correct legal name, the address of the location involved, and the name of any supervisor or decision maker if you have it. If you are unsure of the exact corporate name, provide your best information.
3. A clear and concise statement of the facts, with dates
A clear and concise statement of the facts, including pertinent dates, constituting the alleged unlawful employment practices. See Section 1601.15(b).
This is the heart of the charge. You describe what happened, who did it, and when, in plain and specific terms. Dates are essential because they establish that you are within the filing deadline and they anchor your timeline of events.
General preparation note: Write a short, factual timeline. State each adverse action, the date it occurred, who took it, and the protected reason you believe motivated it. Specific facts are stronger than conclusions.
4. The approximate size of the employer, if known
If known, the approximate number of employees of the respondent employer or the approximate number of members of the respondent labor organization, as the case may be.
Coverage under the federal laws the EEOC enforces depends in part on employer size. Most employers with at least 15 employees are covered, and 20 employees for age discrimination claims. Stating the approximate number helps the EEOC confirm jurisdiction.
General preparation note: Give your best estimate of how many people the employer employs. An approximate number is acceptable; you are not expected to know the exact figure.
5. Whether you have filed with a state or local agency
A statement disclosing whether proceedings involving the alleged unlawful employment practice have been commenced before a State or local agency charged with the enforcement of fair employment practice laws and, if so, the date of such commencement and the name of the agency.
Many states and cities have their own fair employment agencies. The EEOC needs to know whether you have already started a case with one of them, because that affects deadlines and the way the two agencies coordinate. In most states, filing with one agency cross files with the other.
General preparation note: Say whether you have filed with a state or local fair employment agency. If you have, give the agency's name and the date you filed. If you have not, simply say so.
A charge can be sufficient even if it is not perfect
Notwithstanding the provisions of paragraph (a) of this section, a charge is sufficient when the Commission receives from the person making the charge a written statement sufficiently precise to identify the parties, and to describe generally the action or practices complained of.
The five items above are what a charge should contain, but the law does not require a flawless document. A charge is legally sufficient once the EEOC receives a written statement that is precise enough to identify who is involved and to describe, in general terms, what was done. This protects people who file on their own, without a lawyer, and who may not state everything perfectly the first time.
A charge can be amended, and the fix relates back
A charge may be amended to cure technical defects or omissions, including failure to verify the charge, or to clarify and amplify allegations made therein. Such amendments and amendments alleging additional acts which constitute unlawful employment practices related to or growing out of the subject matter of the original charge will relate back to the date the charge was first received.
If your charge has a technical defect, such as a missing signature or verification, or if you need to clarify or add related allegations, you can amend it. When you do, the amendment relates back to the date the EEOC first received the charge. That means a later correction is generally treated as if it had been made on the original filing date, which protects your deadline.
Questions about the regulation
What does the law require an EEOC charge to contain?
Under 29 CFR 1601.12, a charge should contain your full name and contact information, the employer's name and contact information if known, a clear and concise statement of the facts with pertinent dates, the approximate number of employees if known, and a statement of whether you have already filed with a state or local fair employment agency.
Is my EEOC charge invalid if it is missing something?
Not necessarily. Under 29 CFR 1601.12(b), a charge is sufficient when the EEOC receives a written statement precise enough to identify the parties and to describe generally what was done. Missing items can often be cured by amending the charge.
Can I amend my EEOC charge after I file it?
Yes. The regulation allows you to amend a charge to cure technical defects or omissions, including a missing verification, and to clarify or amplify your allegations. Amendments that relate to the original subject matter relate back to the date the charge was first received.
Do I need to know the exact number of employees?
No. The regulation asks for the approximate number of employees, and only if known. A reasonable estimate is acceptable. Employer size matters because most employers with at least 15 employees are covered, and 20 for age claims.
What if I do not know the employer's full legal name?
The regulation asks for the employer's full name and contact information if known. You should provide your best information. Not knowing every corporate detail does not prevent you from filing.
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