Employment Law

Employment Discrimination Damages Calculator

Estimate potential compensation for wrongful employment discrimination under federal caps (Title VII).

Free to Use No Data Stored Updated April 2026

Employment Discrimination Damages Calculator

Fill in the fields below to get your estimate

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Wages lost from firing until today.
Future wages if you can't find similar work.
Subjective Factors
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In discrimination cases, the employer often has to pay your attorney fees if you win.

Federal Damage Caps Explained

In federal employment discrimination lawsuits (EEOC), the law places strict maximum limits on the amount of compensatory and punitive damages a jury can award. These limits depend entirely on how many employees the company has:

  • 15 to 100 employees: Maximum $50,000
  • 101 to 200 employees: Maximum $100,000
  • 201 to 500 employees: Maximum $200,000
  • 501 or more employees: Maximum $300,000

*Note: State laws (like California's FEHA or New York's NYCHRL) often do NOT have these caps, allowing for much larger verdicts. This calculator applies the federal caps.

Important Legal Disclaimer

Employment law is extraordinarily complex. Proving discrimination requires demonstrating "pretext" or finding "comparators," which is very difficult. Settlement figures are highly dependent on the strength of your evidence (e.g., emails, witnesses). Consult an employment attorney.

Frequently Asked Questions

Title VII of the Civil Rights Act prohibits employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin. Additional federal laws cover age (ADEA) and disability (ADA).

Yes. Under federal law, combined compensatory (emotional distress) and punitive damages are strictly capped based on the employer's size. The caps range from $50,000 (small employers) to $300,000 (largest employers). Note: Back pay and front pay are NOT subject to these caps.

Back pay mathematically covers the wages you lost from the date of termination down to the date of judgement/settlement. Front pay compensates you for future lost earnings, typically awarded if reinstatement to your old job isn't feasible.

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