How to Report Workplace Issues: The Complete U.S. Worker Rights Guide

Quick answer: Report workplace harassment and discrimination to the EEOC at eeoc.gov or 1-800-669-4000 within 180 days. Report wage theft to the U.S. Department of Labor at dol.gov/agencies/whd or 1-866-487-9243. Report safety hazards to OSHA at 1-800-321-6742. Employers cannot legally retaliate against you for filing any of these reports.

Wage theft is the largest theft category in the U.S. — the Economic Policy Institute estimates employers steal over $50 billion annually from workers through unpaid wages, tip theft, and illegal deductions. The DOL Wage & Hour Division recovered $274 million in back wages for workers in 2023 alone. The EEOC resolved 81,000+ charges and secured $665 million in relief for discrimination victims. You cannot be legally fired for reporting — anti-retaliation protections cover all major federal workplace laws.

U.S. workers are protected by an overlapping set of federal and state laws covering wages, safety, discrimination, and retaliation. Many workers don’t report violations because they fear losing their jobs — but anti-retaliation provisions in virtually every workplace protection law make it illegal for employers to fire, demote, or threaten employees for reporting violations. Filing a complaint is your legal right.

Workplace Harassment and Discrimination

The EEOC enforces Title VII, the ADA, ADEA, and other federal anti-discrimination laws. You must file with the EEOC before you can sue in federal court. The filing deadline is 180 days from the discriminatory act (300 days in states with their own anti-discrimination agencies). EEOC charges are free to file.

Wage Theft and Unpaid Wages

Wage theft is the single largest theft category in the U.S. — larger than all robberies combined. It includes unpaid overtime, minimum wage violations, illegal deductions, tip theft, misclassification as independent contractors, and off-the-clock work demands. The DOL Wage & Hour Division recovers hundreds of millions in back wages annually for workers.

Workplace Safety Violations

OSHA (Occupational Safety and Health Administration) enforces federal workplace safety standards. You can file an OSHA complaint online, by phone, or anonymously. OSHA must investigate formal written complaints. Employers cannot retaliate against workers who report safety concerns — retaliation is itself a serious OSHA violation.

Retaliation and Whistleblower Protections

Over 20 federal laws protect workers who report violations from retaliation. Depending on the law involved, you may have as few as 30 days to file a retaliation complaint. Always file quickly — retaliation deadlines are strict.

Employer Tax and Benefits Fraud

How to Report a Workplace Violation: Step by Step

1. Document everything in writing. Emails, performance reviews, schedules, pay stubs, text messages, witness names. Date and describe every incident.
2. Report internally first (usually). Most employers have an HR department or complaint process. Using it first demonstrates good faith and may trigger employer obligations. Exception: if HR is the problem, go directly to EEOC or DOL.
3. Know your deadlines. EEOC charges must be filed within 180 days (300 in many states). OSHA retaliation within 30 days. Wage claims vary by state but can be as short as 2 years. Don’t wait.
4. File with the EEOC for discrimination and harassment at eeoc.gov or 1-800-669-4000. Intake interviews are free and can be done by phone.
5. File with the DOL Wage & Hour Division for unpaid wages at dol.gov/agencies/whd or 1-866-487-9243. They investigate and recover back wages at no cost to you.
6. File with OSHA for safety violations at osha.gov/workers/file-complaint or 1-800-321-6742. Complaints can be made anonymously.
7. File with your state labor department (listed below). State agencies often move faster than federal ones and may provide stronger remedies under state law.
8. Consult an employment attorney. Many take workplace cases on contingency. Retaliation and wage theft claims can include back pay, compensatory damages, punitive damages, and attorney fees.

Federal Workplace Protection Agencies

All 50 State Labor Departments

State labor departments enforce state wage laws, workplace safety rules, and often have their own anti-discrimination agencies. Many states have higher minimum wages and stronger overtime protections than federal law. File with your state agency in addition to the relevant federal agency for maximum protection.

What To Do If Agencies Don’t Respond: Last Resort Options

Federal agencies are underfunded and can’t investigate every complaint. If EEOC has issued a right-to-sue letter or DOL hasn’t responded, here are your options:

1. Sue in federal court with your EEOC right-to-sue letter. Once you receive a right-to-sue letter (which you can request after 180 days), you have 90 days to file in federal court. Employment attorneys frequently take these on contingency.
2. Hire an employment attorney for wage claims. FLSA allows attorneys to recover their fees from the employer — making wage theft cases very attractive for plaintiff’s employment lawyers. Many will take cases with as little as $1,000 in unpaid wages.
3. File with your state labor department simultaneously. Many states have stronger protections than federal law and move faster. California’s DLSE, for example, investigates wage claims independently of the DOL.
4. Contact the NLRB for concerted activity protection. Even non-union employees are protected from retaliation for discussing wages or working conditions with coworkers. NLRB charges can be filed quickly.
5. File a state civil rights complaint. State civil rights agencies often provide additional remedies beyond what EEOC offers, including unlimited compensatory damages in some states.
6. Contact investigative journalists or worker advocacy groups. Wage theft and unsafe conditions stories are reliably covered by local news. Worker centers and advocacy groups can amplify complaints and apply community pressure.

Frequently Asked Questions

Independent resource — not affiliated with any U.S. government agency. Last reviewed: June 2026.