Employment discrimination attorney in Evanston.

It rarely arrives as a slur or a written policy. More often it looks like a pattern: the reviews that turn after you announce a pregnancy, the promotion that goes to a younger colleague, the discipline that only seems to apply to you. This page explains what the law covers, how a claim usually moves, and what you can do now.

What counts as discrimination at work?

Discrimination is any adverse action taken because of a protected trait. That includes firing, discipline, demotion, a refusal to hire or promote, a pay gap, worse schedules or assignments, and being held to rules that others are not. It also includes harassment tied to a protected trait, and retaliation for complaining about it.

The treatment does not have to be open to be unlawful. Most cases are built from circumstances: the timing of a decision, comments made along the way, how coworkers outside your group were treated, and whether the reason your employer gives holds up when it is tested.

Which traits are protected?

Under federal and state law, the protected categories include race, color and national origin; sex, including pregnancy, sexual orientation and gender identity or expression; religion; age, for workers 40 and older; and disability. Many state laws and local ordinances add categories that federal law does not cover, such as arrest record, military status, citizenship status or parental status, depending on where you work. If you are not sure whether your situation fits a category, that is a good first question to bring to Frances.

Which laws apply in Evanston?

Federal law includes Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Pregnant Workers Fairness Act and the Equal Pay Act. Most states have their own fair employment law, and many reach smaller employers than federal law does, since most federal laws apply only once an employer reaches a minimum headcount. City and county human rights ordinances can also apply to work in their area. Which law fits shapes where a claim is filed, so it is worth sorting out early.

Is there a deadline to act?

Yes, and it is one of the strongest arguments for calling early. Most discrimination claims must first be filed as a charge with the Equal Employment Opportunity Commission or a state fair employment agency before a lawsuit is possible. An EEOC charge is generally due within 180 or 300 days of the discriminatory act, depending on the state, and the state agency has its own filing period. Equal pay claims run on a different clock. A missed deadline can end a claim that would otherwise be strong.

Why talk to an employee-side attorney?

Your employer has lawyers, and many companies have human resources teams trained to protect the business. Frances spent years representing employers before she moved to the employee side, so she knows how a company builds its explanation for a firing or a demotion, and where those explanations tend to come apart. When you contact Marrable Law, you speak directly with Frances, not an intake team.

What you can do right now

Write down a timeline while it is fresh: dates, names, what was said and what changed. Save copies of reviews, emails and texts that you are entitled to keep, somewhere your employer does not control. If you are still employed, keep doing your job as well as you can. Do not sign anything, such as a severance agreement, before you understand what it would waive. Then reach out for a confidential consultation.

How fees work for discrimination cases

Discrimination claims against an employer are often handled on a contingency basis, with no upfront legal fees, or on a hybrid basis. Frances explains the structure that fits your matter before any work starts, and the terms are put in writing. See fee structures for how each option works.