DISCRIMINATION
Explained by a Maryland employment discrimination lawyer
When you’ve been treated unfairly at work because of who you are, you need a Maryland employment discrimination lawyer who knows the law—and knows your community.
At Fortis Employment Law, we help employees across Baltimore, Montgomery County, Prince George’s County, and beyond navigate federal, state, and local protections to hold employers accountable and secure the justice you deserve.
300
days
statute of limitations
8-12
months
average case duration
$500k
maximum
in damages
UNDERSTANDING EMPLOYMENT DISCRIMINATION
Federal and State Workplace Discrimination Laws
Under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and related federal statutes, it’s unlawful for employers to treat you differently based on:
-
race
-
color
-
national origin
-
religion
-
sex (including pregnancy and gender identity)
-
disability
-
or age (40+)
These laws apply nationwide and provide access to the U.S. Equal Employment Opportunity Commission (EEOC) process, where you can file a charge and seek remedies.
Maryland’s Fair Employment Practices Act mirrors and often expands on federal protections. Under MFEPA, employers with 15 or more employees cannot discriminate based on race, color, religion, national origin, sex, age, marital status, sexual orientation, gender identity, genetic information, or disability. MFEPA also allows you to file with the Maryland Commission on Civil Rights (MCCR), giving you another avenue for relief at the state level.
COMMON TYPES OF DISCRIMINATION CLAIMS
The most common claim we see at Fortis? Disability discrimination.
Most discrimination claims in Maryland carry strict deadlines: you generally must file a charge with the EEOC within 180 days of the discriminatory act (extended to 300 days under Maryland law), and with the Maryland Commission on Civil Rights within 180 days. Local bodies—like Montgomery County and Prince George’s County human rights commissions—also require complaints within as little as 180 days.
Missing these windows even by a day can bar your right to sue, so it’s critical to act quickly and secure your legal protections before time runs out.
RACE, COLOR, AND NATIONAL ORIGIN
Whether it’s racial slurs, differential treatment, or disproportionate discipline, discriminatory practices based on race or ethnicity violate both Title VII and MFEPA. We help clients document incidents, identify witnesses, and build strong administrative charges.
DISABILITY & REASONABLE ACCOMMODATIONS
The ADA and MFEPA require employers to provide reasonable accommodations unless doing so poses undue hardship. We represent clients who’ve been denied accommodations, disciplined for medical conditions, or subjected to disability-based harassment.
SEX, GENDER, AND PREGNANCY
Sex discrimination includes unequal pay, pregnancy bias, sexual harassment, and gender identity issues. Under MFEPA and local ordinances, workplace harassment—sexual or otherwise—is actionable, and you may be entitled to damages, including punitive awards in egregious cases.
TESTIMONIALS*
More than just an employment lawyer—your steadfast advocate.
Joseph at Fortis Employment Law was extremely knowledgeable and understanding.
Lisa B.
Discrimination
Knowledgeable, communicative, trustworthy, and genuinely client-focused. I highly recommend Joseph Gibson at Fortis.
Mathew M.
Wrongful Termination
Professional and very helpful. Highly recommended!
Elena B.
Hostile Work Environment
1. Schedule Your Free 15-Minute Consultation
Ready to talk? You’ll have a no-obligation, no-pressure 15-minute chat with Joseph Gibson, founder of Fortis Employment Law. Just share what happened at work, and we'll let you know right away whether you have a viable case—completely free, with no strings attached.
2. Receive a Complimentary In-Depth Case Review
If it sounds like you have a viable claim, we’ll move on to a free, in-depth case review. We'll analyze your documents, build a clear timeline of events, and help you understand potential damages. By the end, you’ll know exactly what options you have—and what to expect—before deciding whether to move forward.
3. Take the Next Step with Confidence
Whether you’re ready to file a claim or simply want more information, you’ll never feel pressured. Our goal is to empower you with knowledge and a clear path forward.