If you are facing unfair treatment at work in Maryland, you need clear information and guidance on what your rights are and how to protect yourself. Uncertainty about workplace discrimination, your employer’s responsibilities, and the process for filing a complaint can be stressful and isolating. At The Law Office of Andrew M. Dansicker, we focus on making Maryland discrimination laws understandable, so you can move forward with confidence. Our goal is to ensure you feel supported and empowered at every step of your legal journey.
What Qualifies as Workplace Discrimination Under Maryland Law?
Workplace discrimination in Maryland means treating employees unfavorably because of certain personal characteristics protected by law. These protected classes include race, color, religion, sex, age, national origin, disability, marital status, genetic information, sexual orientation, and gender identity. Discrimination must be based on one of these categories, not just bad management or personality conflicts. For example, if an employer denies promotions only to employees of a certain age or makes job assignments based on gender, these actions may constitute illegal discrimination under Maryland law.
Discriminatory behavior can impact many areas of your work life, not just hiring or firing. Maryland law covers pay rates, promotions, job assignments, benefits, training opportunities, and workplace amenities. Harassment also qualifies as discrimination when it creates a hostile environment tied to a protected characteristic. This can involve unwelcome jokes, comments, or conduct that makes someone’s job significantly harder or affects employment decisions.
To build a strong claim, keep detailed records of incidents. Save relevant emails, performance reviews, and notes on conversations that show a pattern of unfair treatment. Documenting specific examples is critical. If you believe you have experienced discrimination, seeking advice from an employment attorney can help you determine whether your situation meets the state’s legal standards and how best to proceed with your claim.
Which Forms of Workplace Discrimination Are Protected Under Maryland Law?
Maryland discrimination laws offer broad protections for employees, often going beyond what is required federally. In addition to the standard categories, Maryland extends coverage to sexual orientation, gender identity, genetic information, and marital status. Being aware of the exact protections that apply in your location can make a significant difference when you are considering your options.
Under Maryland’s Fair Employment Practices Act (FEPA), it is illegal to discriminate against employees based on:
- Race, color, or national origin
- Religion or creed
- Sex (including pregnancy or related conditions)
- Age (especially workers age 40 and older)
- Disability (both physical and mental)
- Marital status
- Genetic information
- Sexual orientation and gender identity
- Veteran status, in some cases
These protections usually apply to employers with 15 or more employees, but local ordinances in cities like Baltimore, Montgomery County, and Prince George’s County often include smaller employers and additional protected categories.
For instance, certain Maryland counties make it illegal to discriminate based on family responsibilities, personal appearance, or occupation. Knowing your geographical location and workplace size determines which protections and complaint procedures you can use. It’s always best to check local laws for additional protections beyond the state’s core requirements.
How Do Maryland Discrimination Laws Differ From Federal Law?
Maryland workplace discrimination laws provide wider coverage in several important ways compared to federal law. The Fair Employment Practices Act covers more protected classes than many federal statutes. For example, Maryland explicitly protects both sexual orientation and gender identity, while these categories are less clearly outlined in some federal laws. Local ordinances may offer even more comprehensive coverage.
Another difference is how Maryland law applies to employers. While federal laws generally cover businesses with 15 or more workers, Maryland statutes may affect smaller employers depending on the type of claim and local regulations. This means you may have state law protection even if your company is too small to qualify under federal rules.
The procedures for filing complaints and the possible remedies also vary. Maryland’s Commission on Civil Rights (MCCR) is the primary agency for state law complaints, while the Equal Employment Opportunity Commission (EEOC) handles federal cases. Sometimes, you can cross-file with both. Knowing where your employer falls under these overlapping laws helps you preserve your rights and maximize your legal options.
What Rights Do Employees Have If They Experience Discrimination in Maryland?
Maryland workers have the right to a workplace free from unlawful discrimination, harassment, and retaliation. You can expect your employer to address complaints without subjecting you to further mistreatment. If you experience discrimination, you can assert your rights by raising internal complaints and, if necessary, seeking recourse with enforcement agencies.
The law protects you if you report discrimination, help investigate another’s claim, or refuse to cooperate with illegal directives. If you face negative consequences after doing so—like job reassignment, loss of pay, or increased scrutiny—these could signal retaliation, which is also illegal in Maryland. Always document these events and keep copies of any written warnings, changes in conditions, or communications from your employer.
To protect your rights, take these actions:
- Request a written response from your employer regarding your complaint
- Document each discriminatory or retaliatory event and when it occurred
- Save all emails, notes, and personnel records related to the issue
- Seek legal advice to understand the strength of your claim and the risks involved
Addressing discrimination as soon as possible increases the likelihood of a positive resolution and minimizes ongoing harm.
How to File a Workplace Discrimination Complaint in Maryland
Filing a complaint of workplace discrimination in Maryland involves specific steps and deadlines. You can submit your claim to the Maryland Commission on Civil Rights (MCCR) or the Equal Employment Opportunity Commission (EEOC) depending on the specifics of your case. Generally, workplace discrimination complaints must be filed within 180 days of the alleged act, but some local and federal cases allow up to 300 days, so it is crucial to act as early as possible to protect your rights.
Before filing, organize any documentation you may have, such as performance evaluations, communication records, and descriptions of events. When contacting the MCCR or EEOC, you will need to complete an intake questionnaire describing your employer’s actions, your protected status, and a timeline of incidents. Agency staff may request additional supporting evidence and may ask you to participate in an intake interview.
This process often includes:
- Submitting an intake form or complaint to the relevant agency
- Attending an initial review or interview to assess your claim
- Allowing the agency to notify your employer about the complaint
- Participating in mediation if offered and appropriate
- Undergoing a formal investigation if mediation does not resolve the matter
- Receiving a written finding or a “right to sue” letter if you wish to pursue litigation
Having legal representation can streamline this process, but individuals may also file a complaint on their own.
What Happens During a Workplace Discrimination Investigation in Maryland?
Once your complaint is filed, Maryland’s Commission on Civil Rights (or the EEOC) will open an investigation, and your employer will be required to respond. The agency reviews statements and documentation from both sides, interviews witnesses, and asks you to provide additional information if needed. Investigators rely on policies, personnel files, emails, and testimony to gain a complete picture of what happened.
During an investigation, you may be asked detailed questions about the events, dates, and context of the alleged discrimination or retaliation. Responding promptly and thoroughly is important for keeping your case on track. You may also be asked to identify witnesses who observed incidents or can speak to patterns of conduct in your workplace.
Many investigations offer mediation—a meeting where both parties attempt to resolve the dispute with the help of a neutral third party. If this option is unsuccessful or declined, the agency completes its examination and issues a determination. If unlawful conduct is found, the agency often seeks to resolve the matter by negotiation before authorizing further legal action. If you disagree with the outcome, or if the agency cannot resolve your claim, you may have the option to pursue your case in court. At The Law Office of Andrew M. Dansicker, we guide clients through every phase, offering support and advice tailored to your specific circumstances.
Deadlines for Filing Workplace Discrimination Claims in Maryland
Strict deadlines apply when filing discrimination claims in Maryland, and missing a deadline can permanently block your right to seek relief. Most employment discrimination complaints must be filed with MCCR or EEOC within 180 days of the last act of discrimination. In cases where federal law applies, you may have up to 300 days, often depending on the presence of overlapping state laws or local ordinances.
Some local jurisdictions set shorter or longer deadlines, so it’s critical to confirm your precise filing window if your case involves a specific Maryland county or city. If you miss the applicable filing period, your complaint may be dismissed regardless of the underlying facts.
Here’s how to stay within required timelines:
- Track the date of every discriminatory or retaliatory act
- Calculate your deadline from the most recent incident
- Consult with a qualified attorney quickly if you believe you may have a case
- Maintain copies of communications with agencies and your employer
These steps ensure you do not lose out on legal protections due to filing delays.
Can Employers Retaliate Against Employees Who Report Discrimination in Maryland?
Maryland law strongly protects employees from retaliation for reporting or opposing discrimination. Retaliation can take many forms, including termination, demotion, unfavorable job assignments, or a hostile work environment that only develops after you express concerns. These actions can support a separate retaliation claim, even if the original discrimination claim is still under investigation.
Watch for these common forms of workplace retaliation:
- Abrupt negative performance reviews after filing a complaint
- Unexplained reductions in work hours or undesirable reassignments
- Being excluded from meetings, projects, or resources needed for your job
- Receiving strict or unfair disciplinary actions linked to your complaint
- Indirect pressure or threats intended to silence future complaints
Retaliation does not need to be fast or extreme—gradual reductions in responsibility or persistent negative treatment can also qualify. If you notice retaliation, start documenting the changes right away. Written records and timelines are vital for supporting your case.
Notify your employer or HR about the retaliation in writing, and consult with an attorney if your employer does not address your concerns or if the retaliation worsens. At The Law Office of Andrew M. Dansicker, we advise clients on both discrimination and retaliation claims, offering guidance specific to their circumstances and goals.
Does Maryland Law Protect Employees at Small Businesses?
Maryland’s anti-discrimination statutes apply broadly, but not every employer falls under state or federal coverage. Typically, the Maryland Fair Employment Practices Act covers employers with 15 or more employees, though some protections—such as those for people with disabilities—may apply at smaller workplaces. Local ordinances, especially in places like Baltimore City, Montgomery County, and Prince George’s County, offer coverage for even smaller employers and for additional categories.
Government agencies, schools, unions, and employment agencies may follow special rules, sometimes expanding protections further. For public sector employees, both state and federal rights often apply simultaneously. Local agencies may maintain their own complaint systems, timelines, and protected categories, so it’s important to confirm which guidelines govern your situation.
If you are unsure whether your employer is covered, check your company’s employment policies or consult someone familiar with state and local laws. At The Law Office of Andrew M. Dansicker, we regularly help clients confirm employer coverage and choose the best path for their unique employment setting, including part-time, seasonal, nonprofit, and temporary workers.
Common Examples of Workplace Discrimination in Maryland
Discrimination can take many forms in Maryland workplaces and is not always overt. For example, racial discrimination might show up as less favorable shifts, exclusion from key projects, or a consistent lack of promotion opportunities despite good performance. Age discrimination is sometimes hidden in biased comments, assignment of undesirable tasks, or assumptions that older employees cannot keep up with newer technology.
Disability discrimination often involves employers refusing reasonable accommodations, such as modified work hours, physical accessibility, or necessary breaks, even after receiving a doctor’s note. Gender identity or sexual orientation discrimination may be reflected in misgendering, refusal to use chosen names or pronouns, or persistent comments and jokes that create a hostile atmosphere.
At The Law Office of Andrew M. Dansicker, we regularly support clients dealing with pregnancy discrimination, denial of religious accommodations, or retaliation after reporting violations to HR. Some cases combine multiple forms of mistreatment, for example: an employee returning from medical leave facing both discipline and demotion without justification. Writing down incidents as they happen and seeking timely legal advice make a difference when pursuing a discrimination claim in Maryland.
What Remedies Are Possible in Maryland Workplace Discrimination Cases?
If your workplace discrimination claim succeeds in Maryland, several remedies may be available. Courts and agencies can order reinstatement to your job, back pay for lost earnings, compensation for lost benefits, or missed promotions. Employers may also be required to make policy changes, provide training, or create stronger antidiscrimination policies.
Monetary damages can cover lost wages, lost employment benefits, and in some cases, compensation for emotional distress caused by prolonged or severe mistreatment. While Maryland law sets reasonable limits on damage awards, they can still be significant based on your specific harm. In cases of intentional and serious violations, punitive damages may also be possible, and employers may have to pay legal fees if liability is found.
Non-monetary remedies are also common. These might include reinstatement with seniority, reasonable accommodations for disabilities, schedule adjustments, or changes to workplace assignments or practices. At The Law Office of Andrew M. Dansicker, we always review possible remedies with each client, ensuring your preferences and goals are considered when resolving your case.
How an Employment Attorney Supports You Throughout the Maryland Discrimination Process
Discrimination cases can be complicated and emotionally challenging, but a knowledgeable attorney can help clarify your rights under Maryland discrimination laws and guide you at every stage. Our team at The Law Office of Andrew M. Dansicker assists with evaluating your situation, understanding local and federal statutes, and deciding on the best course of action based on your goals and timeline.
We help clients gather documentation, review handbook policies, organize detailed accounts of discriminatory events, and prepare strong complaint filings. We also handle communications with enforcement agencies and employer representatives. Through mediation, negotiation, or, if needed, litigation, we keep you informed about the risks and benefits at every step, helping you make decisions confidently.
Relationships matter—a firm with deep ties in the Maryland legal community can keep you up to date on trends, deadlines, and successful resolution strategies. When you work with The Law Office of Andrew M. Dansicker, you remain at the center of the process, with answers and guidance tailored to your needs. If you have questions or are ready to explore your options, our team is available for confidential discussions and support.
Resources for Employees Facing Workplace Discrimination in Maryland
Several organizations and agencies are available to help if you are dealing with workplace discrimination in Maryland. The Maryland Commission on Civil Rights (MCCR) provides clear guidance, complaint forms, and educational materials for employees and employers. The Equal Employment Opportunity Commission (EEOC) has a Baltimore field office for federal claims and resources.
Other organizations, such as the Maryland Legal Aid Bureau and the Public Justice Center, offer legal support to eligible employees. Many local bar associations provide referral services or free legal clinics. Employees in cities or counties with additional protections—like Baltimore, Montgomery, or Prince George’s—may have access to their own human rights offices for local enforcement and help.
Exploring these resources can help you better understand your options, avoid missed deadlines, and increase your chances of a favorable result. When you need detailed legal advice and support with every stage of the process, contact The Law Office of Andrew M. Dansicker at (410) 213-3392. We are committed to providing guidance, advocacy, and respect for every client facing discrimination in the Maryland workplace.