Workplace Discrimination Lawsuits in 2025

In 2025, the United States witnessed a significant number of workplace discrimination lawsuits that underscored the ongoing challenges employees face concerning religious beliefs, gender, race, age, and intersectional identities. 

So far, 2025 workplace discrimination lawsuits have not only highlighted individual grievances but also brought to light broader systemic issues within industries at large.

At Morgan & Morgan, we believe discriminatory practices have no business in the workplace and that all employees should be compensated for their hard work—and judged by their performance alone.

Below, you can discover the top workplace discrimination cases of 2025 so far and also get answers to the frequently asked questions about workplace discrimination. 

If you believe you were a victim of workplace discrimination, don’t hesitate to contact Morgan & Morgan today for a free case evaluation to learn more about your legal options.

Top Workplace Discrimination Lawsuits of 2025

Gender Discrimination in Tech: Carta and Apple Under Scrutiny

Apple faced a class-action lawsuit filed on behalf of over 12,000 current and former female employees in California. The suit alleged gender pay bias and sexual harassment, claiming that Apple's practices, such as inquiring about salary expectations, had a disparate impact on women. The lawsuit also challenged the company's performance review system, asserting that it was biased against women.

Racial Discrimination: The Tragic Case of Stephanie Cosme

Racial discrimination has remained a pressing issue in workplaces in 2025. In a tragic case, the family of Stephanie Cosme, a 32-year-old Air Force contractor, filed a lawsuit alleging that racial and gender discrimination contributed to her death during drone testing in California. The suit claimed that Cosme's supervisor isolated her, assigned her to dangerous tasks, and used anti-Hispanic slurs. The family sought accountability, believing that discrimination played a role in the fatal incident.

Racial Harassment at Tesla: Owen Diaz's Legal Battle

At Tesla, the case of Owen Diaz, a Black former employee, highlighted severe racial harassment at the company's Fremont factory. Diaz reported facing constant racial slurs and a hostile work environment. Initially awarded $137 million in damages, the amount was later reduced to $3.2 million after a retrial. 

Age Discrimination: Legal Challenges Against IBM and GM

Age discrimination also became a focal point in 2025. A Michigan federal judge allowed a lawsuit against IBM to proceed, where a white male consultant, Randall Dill, alleged he was terminated to meet diversity targets. Dill claimed that IBM prioritized diversity quotas over merit-based decisions, leading to his dismissal despite positive performance reviews. IBM denied using quotas and called the claims baseless.

In another case, the EEOC sued General Motors and the United Auto Workers for age discrimination. The lawsuit alleged that their collective bargaining agreement limited short-term disability payments to older workers receiving Social Security Retirement benefits, violating federal law.

Intersectionality: Multiple Forms of Discrimination

Some cases in 2025 highlighted the intersectionality of discrimination, where individuals faced biases on multiple fronts. In Minnesota, TKO Construction Services agreed to pay $300,000 to settle an EEOC lawsuit alleging sex, race, and age discrimination. The EEOC claimed that TKO's hiring practices excluded women, Black workers, and individuals over 40, based on client preferences. The lawsuit also alleged that TKO referred employees by sex and race, resulting in unequal pay and work hours.

Morgan & Morgan was not involved in the cited cases; they are shared for informational purposes only.

What qualifies as workplace discrimination under U.S. law?

Workplace discrimination occurs when an employer treats an employee or job applicant unfavorably because of their membership in a protected class. Under federal law, particularly Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and other statutes, it is illegal to discriminate based on:

• Race
• Color
• National origin
• Sex (including pregnancy, sexual orientation, and gender identity)
• Religion
• Age (40 or older)
• Disability
• Genetic information

Discrimination can manifest in many aspects of employment, including hiring, firing, promotions, pay, job assignments, training, fringe benefits, layoffs, and any other term or condition of employment. Additionally, harassment that creates a hostile work environment or retaliating against someone for complaining about discrimination also qualifies.

Notably, some states and local jurisdictions go further, protecting additional categories like marital status, weight, height, or political affiliation. If you believe you've been treated unfairly at work for reasons unrelated to your job performance, it's worth speaking to an employment attorney.

What are the steps involved in filing a workplace discrimination lawsuit?

Filing a workplace discrimination lawsuit is a multi-step process that usually begins with an administrative complaint:

• Document the Discrimination: Keep records of any incidents, including emails, performance reviews, complaints, and notes about discriminatory treatment.
• Contact Morgan & Morgan: The following process can be complex, and many companies have adequate legal teams to squash these claims quickly. An experienced attorney can assist you in gathering evidence, filing your complaint, and pursuing a lawsuit if necessary.
• File an EEOC Charge: Before filing a lawsuit under most federal anti-discrimination laws, you must file a charge with the Equal Employment Opportunity Commission (EEOC). The deadline is typically 180 days from the date of the incident (extended to 300 days in states with local anti-discrimination laws).
• EEOC Investigation or Mediation: The EEOC may investigate, dismiss the charge, or offer voluntary mediation. If the EEOC doesn’t resolve the case, they’ll issue a “Right to Sue” letter.
• File a Lawsuit: Once you have the Right to Sue letter, you typically have 90 days to file a lawsuit in federal court. At this point, working with an experienced employment attorney is critical.
• Discovery and Litigation: The lawsuit enters the litigation phase, including discovery, depositions, motions, and potentially a trial.
• Resolution: Cases may end in settlement, trial verdict, or dismissal. In some cases, courts award back pay, reinstatement, compensatory and punitive damages, and attorney fees.

It’s worth noting that the process can vary if you file under state law or if you're a federal employee, who must follow a separate procedure.

What kind of compensation can someone receive in a discrimination lawsuit?

Compensation in workplace discrimination cases is intended to make the victim “whole” and deter future misconduct. It may include:

• Back Pay: Compensation for lost wages, bonuses, or benefits due to wrongful termination or missed promotions.
• Front Pay: If reinstatement isn’t feasible, courts may award future lost wages.
• Compensatory Damages: These cover emotional distress, reputational harm, or out-of-pocket costs caused by the discrimination.
• Punitive Damages: In cases of egregious misconduct or malice, punitive damages may be awarded to punish the employer.
• Attorney's Fees and Court Costs: Often, the employer is ordered to pay the plaintiff's legal fees.
• Injunctive Relief: Courts may mandate policy changes, training, or reinstatement to ensure future compliance.

Damage caps apply under federal law, depending on the employer’s size (e.g., $50,000 for employers with 15–100 employees; up to $300,000 for 500+ employees). However, state laws may offer broader relief or no cap at all.

How long do discrimination cases typically take to resolve?

The timeline for resolving workplace discrimination claims varies widely depending on the complexity of the case, jurisdiction, and whether the matter settles or goes to trial.

• EEOC Process: Filing with the EEOC can take 6–12 months or more before a Right to Sue letter is issued. In some cases, the EEOC may choose to litigate on behalf of the employee, which can extend the timeline.
• Settlement Phase: If both parties are open to negotiation, a settlement may be reached in a matter of months. Mediation (either through the EEOC or privately) is often quicker and less expensive than trial.
• Litigation: If the case goes to federal court, the process may take 1–3 years, depending on the court’s schedule, the number of pretrial motions, and appeals.
• Appeals: If either party appeals the decision, this could extend the case by several years.

Many cases settle before reaching trial, particularly if strong evidence is presented early. Having thorough documentation and experienced legal counsel can help expedite the process.

Can I be fired for filing a workplace discrimination complaint?

No. Federal and state laws prohibit employers from retaliating against workers for:

• Filing a discrimination complaint
• Participating in an investigation
• Reporting harassment
• Opposing unlawful employment practices

Retaliation may include demotion, termination, reduced hours, poor performance reviews, or reassignment to undesirable duties.

In fact, retaliation is the most frequently cited charge in EEOC complaints, more than race, sex, or age discrimination. Even if the original claim is ultimately unproven, retaliation claims can still be successful if the employer punished the employee for asserting their rights.

If you experience retaliation, document everything and speak with an employment attorney immediately. You may be able to pursue a separate or additional claim under the law.

What is a hostile work environment, and how does it relate to discrimination?

A hostile work environment is a type of unlawful workplace harassment. It occurs when an employee is subjected to discriminatory behavior that is severe or pervasive enough to alter the conditions of employment and create an abusive working atmosphere.

This behavior may include:

• Racial slurs
• Sexually explicit comments or images
• Offensive jokes
• Physical intimidation
• Degrading comments about religion, age, or disability
• Mocking accents or appearances

The behavior doesn’t need to be directed at a specific person to be illegal. If it creates a toxic environment for a group, it may still qualify.

Not every unpleasant interaction or rude comment meets the legal threshold. Courts consider:

• Frequency of the conduct
• Severity
• Whether it’s physically threatening or humiliating
• Whether it unreasonably interferes with work performance

Employees should report offensive behavior to HR immediately. If the employer fails to act, legal recourse may be warranted.

What if I signed an arbitration agreement or NDA? Can I still sue for discrimination?

It depends. Many employers include arbitration clauses in employment contracts, requiring workers to resolve disputes privately rather than in court. Similarly, non-disclosure agreements (NDAs) might aim to prevent employees from speaking publicly about misconduct.

However, recent changes in the law have begun to limit the scope of these clauses.

The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2022 prohibits mandatory arbitration for sexual harassment/assault cases in the workplace.

Some states, like California and New York, have enacted laws limiting the use of NDAs and forced arbitration in discrimination cases.

Courts may also find arbitration agreements unenforceable if they are unconscionable or improperly presented.

Even with an NDA, employees can often speak with attorneys or file complaints with the EEOC. It’s crucial to consult with legal counsel before assuming your rights are waived.

What should I do if I think I’m being discriminated against at work?

If you suspect workplace discrimination, take the following steps:

• Document Everything: Keep detailed notes of incidents, including dates, times, witnesses, and what was said or done.
• Save Written Evidence: Keep emails, performance reviews, or texts that could support your case.
• Report Internally: Use your company’s HR or compliance channels. Put your complaint in writing.
• Be Professional: Continue performing your job to the best of your ability to avoid giving your employer grounds for discipline.
• File an EEOC Complaint: If the company does not address the issue, file with the EEOC or your state’s fair employment agency.
• Contact Morgan & Morgan: A knowledgeable employment lawyer can assess your case, help you navigate the process, and protect your rights.
   

Discrimination cases are often won or lost based on documentation and timely action. Don't delay in seeking advice if something feels wrong.

If you believe you’re a victim of workplace discrimination, contact us for a free and confidential case evaluation. The employment law attorneys at Morgan & Morgan fight for fairness, dignity, and justice, and we have the experience to take on even the largest employers.