The U.S. Equal Employment Opportunity Commission (EEOC) recorded 4,404 charge receipts in California during fiscal year 2022. These figures describe allegations filed with the EEOC, not findings of wrongdoing, lawsuit outcomes, settlements, or payments.
California EEOC charge receipts by listed basis
| Listed basis in the EEOC table | FY 2022 receipts | Count as a share of total state receipts |
|---|---|---|
| Retaliation | 2,259 | 51.3% |
| Religion | 1,550 | 35.2% |
| Disability | 1,338 | 30.4% |
| Race | 1,030 | 23.4% |
| Sex | 905 | 20.5% |
| Age | 659 | 15.0% |
| National origin | 499 | 11.3% |
| Color | 229 | 5.2% |
| Equal Pay Act | 49 | 1.1% |
| Genetic information | 35 | 0.8% |
The listed categories overlap. The EEOC explains that one person can file a charge alleging more than one type of discrimination. For that reason, the counts in the table should not be added together, and a listed basis percentage is not a case-success rate or a percentage of workplaces.
What stands out in the FY 2022 table
Among the listed categories, retaliation appeared most often in the California table, with 2,259 recorded receipts. Religion was also listed on 1,550 receipts. This is a description of the EEOC’s published receipt data, not a conclusion about any individual employee, employer, industry, or claim.
How to use this information carefully
The table can help readers understand the kinds of allegations recorded in a state during a particular fiscal year. It cannot tell a reader whether a charge was timely, whether a particular law applies, what an employer did, or whether a person is likely to obtain a particular result. Employment rights can involve federal, state, and local agencies and rules. For individual questions, consult the EEOC, the applicable state or local agency, or a qualified professional.
Source and scope
Source: U.S. Equal Employment Opportunity Commission — FY 2009–2022 EEOC Charge Receipts for CA. Reporting year: FY 2022. Last reviewed: 2026-08-30.
Important: A charge receipt is an allegation filed with the EEOC; it is not a finding of wrongdoing, a case result, a settlement, or an award. A person may allege more than one basis, so total charges are lower than the sum of listed bases.
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