Hey, it's Mark, and welcome back to the Employee Survival Guide. Today we're talking about the EEOC closing the books on disparate impact claims investigations. As of September 30th, the Equal Employment Opportunity Commission, the EEOC, has officially stopped pursuing disparate impact discrimination cases. Thousands of charges built solely on this theory have been closed nationwide. Workers who filed them are now receiving right-to-sue notices, effectively ending the EEOC's role and shifting the responsibility to private lawsuits. This is no longer a policy of the agency, and it's now a reality. The doctrine allows employees to challenge the neutral policies that disproportionately harm protected groups even when there is no direct evidence of the intent. Examples include employment tests that disqualify women at much higher rates, or algorithmic screening systems that disproportionately exclude older applicants. Now the EEOC has been ordered to stand down. A September 15th internal directive required all district offices to close pending disparate impact investigations by September 30th with rights to sue notices to follow by October 31st. Going forward, the EOC will not investigate or conciliate new disparate impact charges. If a complaint also alleges intentional discrimination, the agency may continue to review that portion, but the disparate impact element will be dropped. This shift stems from an April 2025 executive order directing federal agencies to deprioritize disparate impact enforcement, framing it as inconsistent with merit-based decision making. As of September 30th, the EOC has officially closed nearly all Disperate Impact charges. Workers who filed these claims are now beginning to receive right to sue notices, which shift the case into their own hands. These notices are not the end of the road, but they start a short clock. You have 90 days from the date on the letter to file your own lawsuit in federal court. If you wait too long, the claim is lost or waived. Because the EOC no longer investigates or conciliates these cases, employees must be ready to take the lead. That means working with employment counsel to build the kind of evidence courts demand in disparate impact litigation. Statistical data will often be essential to show that a neutral policy, whether a test, a physical requirement, or an algorithmic hiring tool, falls more heavily on one protected group. Expert testimony may also be required to explain the results and establish that the disparities are not just random. For many workers, the absence of the EOC makes the process more daunting. However, it is important to realize that the claims themselves remain viable under Title VII and other civil rights laws in court. In addition, some state and local agencies continue to accept and investigate disparate impact charges under their own statutes, giving employees more than one possible forum. Importantly, to those with claims currently pending in the EOC, if you receive or notice right to sue, time is of the essence. The EOC's retreat has changed enforcement, but it has not limited your rights. What was once an agency-driven process is now a matter for the courts, and the responsibility for carrying it forward rests squarely with workers and their advocates. This change shifts the burden entirely onto workers. For decades, the EOC was a primary institution investigating systemic practices, from police hiring exams that excluded minorities to company-wide promotion tests that disadvantaged women. Without agency enforcement, those cases don't uh those cases don't disappear, but they become harder. Employees or employers may face fewer government investigations, but the risk of litigation remains. In fact, by bypassing the EOC, conciliation could lead to sharper conflicts in federal court where judges will now decide whether a policy was at all lawfully discriminates. Critics warn that ending disparate impact enforcement is especially dangerous in an era when AI-driven hiring tools and algorithmic screening are spreading rapidly. These systems can uh unintentionally replicate bias, and without government oversight, employees will need to rely on their own resources to challenge the unfair results. For workers, the takeaway is simple, but urgent. If your disparate impact claim was closed by the EOC, the next stop or the next step is yours. File in court within 90 days and build the evidence you need to win. If you do nothing, your claims will be lost or waived. Hope you enjoyed the uh episode and talk to you soon.