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There are limits on the amount of compensatory and punitive damages a person can recover. These limits vary depending on the size of the employer: For employers with 15-100 employees, the limit is $50,000. For employers with 101-200 employees, the limit is $100,000.

Certain laws do not allow an employee to recover emotional distress damages, including the Age Discrimination in Employment Act (ADEA). Likewise, Title VII and the Americans with Disabilities Act (ADA) cap the amount that an employee can receive for compensatory (and punitive) damages at $300,000.

Settlement is an informal process. The goal of settlement is to reach an agreement that is satisfactory to all parties. There is no admission of liability. If the parties, including EEOC, reach a voluntary agreement, the charge will be dismissed.

The EEOC says that out-of-court settlements for discrimination average around $40,000. Only a tiny percentage of cases get a payout of over a million dollars.

It will issue a notice to close the case, and the charging party will then be given leave to file a lawsuit within 90 days. If the EEOC finds evidence to support the claim of discrimination, the agency will notify the charging party and the employer in a determination letter.

In general, you can recover the following damages if you win your employment case: Economic damages (back pay and front pay): Economic damages are made up of your actual economic losses. These include your lost wages and lost benefits caused by the discriminatory or retaliatory conduct.

In our experience, we have found that discrimination cases can settle in as little as 4-6 months or take as long as 5-6 years. For many workers, this is frustrating. However, it is important not to take the first settlement you are offered if isn't fair or high enough to make up for what you've lost.