Free summary, then your call
EEOC Charge Position Statement
A Notice of Charge of Discrimination arrives with a request for a position statement, usually due in 30 days. It is the only document in the investigation where you get to state what actually happened, and the investigator's recommendation is built largely from it.
The part that catches employers: since 2016 the EEOC releases your position statement and its non-confidential attachments to the person who filed the charge, on request, and gives them 20 days to respond. You do not get to see that response. Anything you write that is careless, inconsistent with your own documents, or more than the charge asked about becomes the employee's roadmap.
Confidential material has to be segregated into separately labeled attachments with a stated reason. The EEOC says plainly that it will not accept blanket assertions of confidentiality. Payroll data, medical information, and other employees' records dropped into the body of the statement are treated as releasable.
The EEOC received 88,201 charges in FY2025, and 54,350 of them alleged retaliation (EEOC enforcement statistics, Table E1a). The position statement you file is handed to the employee who filed the charge if they ask for it. Their reply is never shown to you.
- Free, no account, no card
- Your deadline and options in minutes
- Answers deleted after 90 days
This tool is software. It reads your answers, no one reviews them, and it generates and emails the document itself the moment payment completes.
Why the agency will not tell you what to do
The EEOC investigator is not neutral in the sense employers assume. The agency enforces the statute, and its own guidance tells respondents what a position statement should contain but not what your particular facts require. It will not tell you that your employee count puts you under the coverage threshold, that the charge is time-barred, or that the reason you gave in the termination meeting contradicts your own file. Employment counsel does that work at hourly rates. The rules they follow, 29 CFR Part 1601 and the EEOC position statement procedures, are public.
What the free summary tells you
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Your deadline, computed
The exact date your response window closes, counted from the date on your notice, and what happens if it has already passed.
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Your options under the published rules
Which paths the regulations actually give you, and which one your answers point to.
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The numbers the agency will use
Computed from the same published standards the agency applies, so you walk in knowing what they know.
Related notices in the library
Sources
This tool provides general information based on published EEOC procedures and the text of the federal anti-discrimination statutes. Its citations and figures were checked against official sources using AI-assisted research, most recently on 2026-09-01; no licensed attorney has reviewed this content. It is not legal advice and does not create an attorney-client relationship. Exposure figures are planning estimates built from the statutory caps and your own inputs, not a prediction of any outcome. A position statement is a sworn account of your business given to a federal agency and released to the person suing you. If the charge involves a class or pattern allegation, an EEOC Commissioner charge, or a parallel lawsuit, retain employment counsel.