A Philadelphia racial discrimination lawyer from Greenberg Gross LLP represents employees who face racial discrimination at work, and we are ready to listen to your story.
Perhaps your employer passed you over for a promotion you earned. A coworker with fewer qualifications moved ahead while you were told to "be patient." The racial comments in the break room became part of the background noise that no one addressed, and when you finally reported the behavior, the company responded by cutting your hours. If this sounds familiar, you are not alone, and you have legal options.
Racial discrimination in the workplace is illegal under federal, state, and local law. Philadelphia workers benefit from one of the strongest layers of legal protection in the country: three overlapping sets of anti-discrimination laws that hold employers accountable for unfair treatment based on race, color, ethnicity, and related characteristics.
Whether you have been fired, demoted, harassed, or denied fair pay because of your race, the trial-tested attorneys at Greenberg Gross LLP can help you understand your rights and pursue the compensation you deserve.
Start your journey towards justice today by scheduling your free claim consultation
Why Choose Greenberg Gross LLP for Your Philadelphia Racial Discrimination Claim
When your livelihood and your dignity are on the line, you need attorneys who have proven themselves in high-stakes courtrooms across the country. At Greenberg Gross LLP, employment law is our bread and butter. We have built our reputation on taking cases that matter and delivering results that make a real difference in people's lives.
Here is what sets us apart:
- A track record of major results. We have secured a $6.1 million judgment in a whistleblower retaliation case and a $10 million settlement for breach of oral contract. Our results speak for themselves.
- Trial-ready from day one. Our founders, Alan Greenberg and Wayne Gross, left one of the largest global law firms to build a practice with a singular focus on trial excellence. We prepare every case as if it is going to trial, and opposing counsel knows it.
- Recognized by the legal industry. Our attorneys have been recognized by Super Lawyers, the Daily Journal's Top Plaintiffs list, and hold AV Preeminent ratings from Martindale-Hubbell.
- National reach, personal attention. With offices in California, Nevada, New York, Massachusetts, Illinois, New Jersey, and Pennsylvania, we bring the resources of a national practice while treating every client like they are our only client.
Your racial discrimination claim deserves attorneys who will fight for you with skill and determination. Call us at (855) 255-5515 for a confidential consultation.
How Philadelphia Workers Are Protected from Racial Discrimination
Philadelphia employees are covered by three layers of legal protection against racial discrimination in the workplace. Each law offers its own set of rights, deadlines, and remedies, and understanding how they work together can make a significant difference in the strength of your claim.
Federal Protection under Title VII
Title VII of the Civil Rights Act of 1964 prohibits employers with 15 or more employees from discriminating against workers based on race, color, religion, sex, or national origin. To pursue a claim under Title VII, you generally must first file a charge with the Equal Employment Opportunity Commission (EEOC).
State Protection under the Pennsylvania Human Relations Act
The Pennsylvania Human Relations Act (PHRA)provides broader coverage than federal law because it applies to employers with as few as four workers. The PHRA prohibits discrimination based on race, color, religious creed, ancestry, age (40 and older), sex, national origin, and disability.
Complaints must be filed with the Pennsylvania Human Relations Commission (PHRC) within 180 days of the discriminatory act.
Pennsylvania also recently signed the CROWN Act into law, which expands the definition of "race" under the PHRA to include traits historically associated with race, such as hair texture and protective hairstyles like locs, braids, twists, and coils. This is an important protection for Philadelphia workers who have faced discrimination based on their natural hair.
Local Protection under the Philadelphia Fair Practices Ordinance
The city's Fair Practices Ordinance applies to employers with just one employee and covers even more protected categories than federal or state law.
The ordinance protects against discrimination based on race, color, ethnicity, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, genetic information, familial status, and domestic or sexual violence victim status. Complaints may be filed with the Philadelphia Commission on Human Relations (PCHR).
These three layers of protection mean that Philadelphia workers often have more options and longer timelines for filing claims than employees in many other cities. An experienced racial discrimination lawyer can help you determine which laws apply to your situation and which filing path gives you the strongest case.
What Racial Discrimination Looks Like in the Workplace
Racial discrimination does not always involve slurs or obvious hostility. In many Philadelphia workplaces, from Center City high-rises to businesses along North Broad Street, discrimination takes subtle forms that are just as harmful and just as illegal.
Common examples include:
- Being passed over for promotions or raises that go to less-qualified colleagues of a different race
- Receiving harsher discipline than coworkers for the same behavior
- Being assigned to less desirable shifts, locations, or job duties based on your race
- Hearing racial jokes, slurs, or comments that create a hostile work environment
- Being excluded from meetings, training opportunities, or social events
- Facing retaliation after reporting discriminatory behavior to management or HR
- Being held to different performance standards than colleagues of another race
- Experiencing discriminatory comments about your hair, accent, or cultural practices
Racial discrimination can happen during any stage of employment, from hiring and onboarding to promotions, compensation, and termination. If something feels wrong, trust your instincts and speak with a Philadelphia racial discrimination lawyer about your experience.
Understanding Hostile Work Environment Claims
A hostile work environment exists when racial harassment becomes so frequent or severe that it changes the conditions of your employment. Isolated comments may not rise to the level of a legal claim on their own, but a pattern of behavior often does.
To support a hostile work environment claim in Philadelphia, you generally need to show that:
- The conduct was based on your race or a related characteristic
- The behavior was unwelcome
- The harassment was severe enough or happened often enough to create an abusive or intimidating work atmosphere
- Your employer knew about the behavior (or should have known) and failed to take appropriate corrective action
The standard for what qualifies as "severe or pervasive" can vary depending on whether you file under federal, state, or local law. Philadelphia's Fair Practices Ordinance is often interpreted more broadly than Title VII, which can work in your favor.
A racial discrimination attorney who understands the differences between these laws can help you build the strongest possible claim.
We can help assess the strength of your case
Retaliation Is Also Illegal
Many employees hesitate to speak up about racial discrimination because they fear losing their job or facing other consequences. This fear is understandable, but it is important to know that retaliation is illegal under every anti-discrimination law that applies in Philadelphia.
Retaliation happens when your employer takes negative action against you because you:
- Filed a complaint about racial discrimination with HR, the EEOC, the PHRC, or the PCHR
- Participated in an investigation or hearing related to a discrimination complaint
- Supported a coworker's discrimination claim
- Refused to participate in conduct you reasonably believed was discriminatory
Negative actions can include termination, demotion, pay cuts, unfavorable schedule changes, increased scrutiny, or being moved to a less desirable position. If your employer punished you for standing up against racial discrimination, you may have a separate retaliation claim in addition to your underlying discrimination case.
Damages You May Be Entitled to Recover
If your racial discrimination claim is successful, Pennsylvania and federal law allow you to seek several types of compensation. The remedies available to you may include:
- Back pay: Wages and benefits you lost because of the discrimination, such as the income from a job you were wrongfully terminated from
- Front pay: Future lost earnings if reinstatement to your position is not practical
- Compensatory damages: Compensation for emotional distress, mental anguish, and harm to your reputation
- Punitive damages: Additional damages designed to punish the employer for particularly harmful or reckless conduct
- Attorney's fees and costs: Reimbursement of the legal expenses you incur in pursuing your claim
Every case is different, and the damages you may recover depend on the specific facts of your situation. Our Philadelphia racial discrimination attorneys evaluate each claim carefully to pursue the full range of compensation available under the law.
Filing Deadlines You Should Know
Time limits matter in racial discrimination cases, and missing a deadline can mean losing your right to pursue a claim entirely. In Philadelphia, the key deadlines include:
- EEOC (federal): You must file a charge within 300 days of the discriminatory act when cross-filing with a state or local agency
- PHRC (state): Complaints must be filed within 180 days of the alleged discrimination
- PCHR (local): The Philadelphia Commission on Human Relations also has a 180-day filing window
Because these deadlines run from the date of the discriminatory act (not from when you decided to take action), it is important to consult with an attorney who handles racial discrimination cases as soon as possible. Evidence fades, witnesses forget details, and the sooner you reach out, the stronger your case will be.
How Our Philadelphia Racial Discrimination Attorneys Handle Cases
At Greenberg Gross LLP, we take a thorough and strategic approach to every racial discrimination case. Our process is built around listening to you, understanding your story, and developing a plan that reflects the full scope of what you have experienced.
When you contact us, here is what you can expect:
- A confidential consultation where we listen to your experience and explain your legal options in plain language
- A detailed investigation into the facts surrounding your discrimination claim, including a review of employment records, communications, and witness accounts
- Strategic filing with the appropriate agencies, whether that means the EEOC, the PHRC, the PCHR, or a combination
- Aggressive negotiation backed by our reputation for winning at trial. As our founder, Alan Greenberg, has explained, our track record of courtroom victories often motivates opponents to settle early
- Trial readiness at every stage, because we prepare each case as though we will be standing before a jury
We understand that racial discrimination affects more than your career. It affects your confidence, your sense of belonging, and your family's financial security. We see you, and we are here to fight alongside you.
FAQs Answered by Our Philadelphia Racial Discrimination Lawyers
Here are answers to some common questions about racial discrimination claims in Philadelphia.
Can I file a racial discrimination claim if my employer has fewer than 15 employees?
Yes. While federal Title VII applies to employers with 15 or more workers, the Pennsylvania Human Relations Act covers employers with four or more employees. The Philadelphia Fair Practices Ordinance goes even further, applying to employers with just one employee.
This means most Philadelphia workers are protected regardless of the size of their workplace.
What if the discrimination was not directed at me personally but created a hostile atmosphere?
You may still have a claim. A hostile work environment affects everyone exposed to it, not just the person directly targeted. If racial jokes, slurs, or discriminatory behavior in your workplace were severe or frequent enough to interfere with your ability to do your job, you may have grounds for a legal claim.
Do I need to report the discrimination to my employer before filing a legal claim?
Not necessarily. While reporting internally can strengthen your case and create a paper trail, it is not a legal requirement for filing a complaint with the EEOC, PHRC, or PCHR. However, an employer's response (or failure to respond) to an internal complaint can become important evidence.
Can I be fired for filing a racial discrimination complaint?
No. Retaliation for filing a discrimination complaint is illegal under federal, state, and Philadelphia law. If your employer fires you, demotes you, or takes any other negative action because you filed a complaint or participated in an investigation, you may have an additional retaliation claim.
What kind of evidence should I keep if I suspect racial discrimination?
Save any written communications that contain discriminatory language or suggest discriminatory intent, including emails, text messages, and chat logs. Keep notes with dates and descriptions of incidents as they happen. Save copies of performance reviews, pay stubs, and any documents that show how you have been treated differently from colleagues.
This documentation can be valuable to your attorney when building your case.
How long does a racial discrimination case typically take?
Timelines vary depending on the complexity of the case, the agency involved, and whether the matter settles or goes to trial. Some cases resolve in a matter of months through settlement negotiations, while others may take a year or longer if litigation is required. Your attorney can give you a clearer estimate based on the specifics of your claim.
Talk to a Philadelphia Racial Discrimination Lawyer at Greenberg Gross LLP
Racial discrimination has no place in any Philadelphia workplace, from the offices along Market Street to the shops in Fishtown and the hospitals in University City. If your employer has treated you unfairly because of your race, you deserve attorneys who will take your case seriously and fight for real accountability.
Greenberg Gross LLP handles high-stakes employment cases with the sophistication and determination your situation demands. Our trial lawyers have secured multi-million-dollar verdicts and settlements for employees facing unlawful treatment, and we bring that same level of commitment to every client we represent.
Call (855) 255-5515 today for a confidential consultation with a trial-tested Philadelphia employment attorney who will listen to your story and help you understand your path forward.