Ohio Workplace Discrimination Attorneys
Last updated on December 23, 2025
There are many different types of discrimination that employees experience in the workplace. Both federal and state laws protect employees from discrimination. These laws are based on specific protected traits such as race, religion and disability.
At Marshall Forman & Schlein LLC, our Columbus workplace discrimination lawyers provide legal guidance and advice. With more than 100 years of combined experience, they help Ohio employees assess possible discrimination claims. They can protect your legal and civil rights.
While employees who have been the victims of workplace discrimination do have legal recourse, it can be difficult to file a claim with the appropriate agencies within the required time frame. If you live in Ohio and were recently fired, demoted or harassed based on one of these protected categories, you should speak with an experienced employment attorney who can evaluate your case and advise you on your next steps.
Table of Contents
Understanding Protected Traits
Federal laws protect employees in the United States with protected traits. Title VII of the Civil Rights Act protects employees from discrimination based on:
Ohio law also provides additional protection from discrimination. Ohio state laws also protect employees from discrimination based on disabilities, ancestry or their age.
Race Discrimination
Discrimination based on race or color involves treating an applicant or employee unfavorably because he or she is of a certain race. This includes a prohibition against harassment such as making inappropriate jokes, using racial slurs and displaying racially offensive symbols. Although some statements do not reach the level of harassment, it does become illegal when it is frequent enough or severe enough that it creates a hostile work environment or when it leads to a demotion or termination.
Disparate Impact
Generally, employers can make rules or policies as long as they apply to all employees equally. Even if a policy is equal on its face, it can still be illegal if it has the effect of discriminating against certain applicants or employees.
It is unlawful to create an employment policy that applies to everyone if:
- It is not related to the job or necessary to the operation of the business
- It has a negative impact on the employment of employees or applicants who are of a certain race
For example, a policy that states that the company will not hire anyone who comes from a neighborhood that happens to be heavily Latino is neutral on its face but has the effect of discriminating against Latino employees.
Sex Discrimination
Sex discrimination involves treating a person unfairly because of his or her gender. This includes discrimination based on:
- Gender
- Gender identity
- Stereotypical gender roles
This type of discrimination can also take the form of sexual harassment. Sexual harassment claims can include unwelcome sexual advances or requests for sexual favors in exchange for employment advances.
Religious Discrimination
Federal law protects both employees and applicants who belong to traditional organized religions from discrimination. It also protects those who have less well-known but sincerely held religious, moral or ethical beliefs. Title VII also specifically prohibits workplace segregation based on religion, including religious attire. This means that an employer can be held liable for assigning a qualified employee to a position in a company that does not require customer interaction because of perceived customer preference. For example, altering an employee’s job because of a customer’s preference against headscarves, yarmulkes or traditional Mennonite attire could be considered discrimination based on religion.
The law also requires employers to make reasonable accommodations for an employee’s religious practices. The only exception to this rule is when making accommodations would cause an undue burden to the employer’s business operations. Examples of common religious accommodations include:
- Flexible scheduling
- Not requiring an employee to work on certain days such as Sundays
- Voluntary shift substitutions
- Leave for religious observances
- Job reassignments
- Modifications to workplace policies concerning dress and grooming practices
- Brief prayer breaks at work
However, employers will not be required to make accommodations when doing so would result in an undue hardship on the employer. An accommodation will be considered an undue hardship if:
- It compromises workplace safety
- It significantly decreases workplace efficiency
- It significantly infringes on the rights of other employees
- It requires other workers to do significantly more than their share of burdensome work
Finally, an employee cannot be forced to participate or not participate in a religious activity as a condition of gaining or keeping employment.
Answering FAQs About Discrimination in Ohio
With more than 100 years of combined experience, our Columbus employment discrimination lawyers often get asked the same questions. Here, they have compiled a list of answers to some of those questions. For answers about your specific circumstances, our attorneys are available by appointment to discuss your case and provide you with a case assessment of your claims.
What should you do if you believe you are experiencing workplace discrimination?
If you suspect workplace discrimination, there are several steps you can take to help preserve a possible claim. These include:
- Make notes: Document all incidents with dates, witnesses and details of the discrimination
- Gather evidence: Save all relevant emails or reports
- Follow company policies: Report incidents by following your company’s internal complaint procedures
Finally, it is important to seek guidance from a lawyer. An experienced employment attorney can evaluate whether your experiences constitute illegal discrimination and help you understand your rights under federal and state law.
Which laws protect Ohio employees from workplace discrimination?
Ohio employees are protected by both state and federal laws. Some of these laws include:
All of these laws work together to provide comprehensive protection against discrimination in hiring, promotion, wages and other terms of employment.
What is the process for filing a discrimination complaint?
The process typically begins with filing a charge with the EEOC or the Ohio Civil Rights Commission, followed by an investigation and potential mediation. If the agency doesn’t resolve your case, you’ll receive a “right to sue” letter letting you file a lawsuit in court with the help of an experienced attorney.
Is there a deadline for filing an employment discrimination claim?
Time limits for filing employment claims vary depending on the specific laws involved. Consult with an attorney immediately, as missing these strict deadlines can prevent you from pursuing your case.
Should you try to handle you discrimination case without an attorney?
Employment discrimination law is complex, with strict procedural requirements and deadlines that can be hard to handle alone. Seeking legal guidance increases your chances of success while ensuring you don’t inadvertently harm your case or miss important opportunities for compensation.
Call an Ohio Workplace Discrimination Attorney
Our experienced workplace discrimination lawyers are available by appointment for case evaluations. If you believe that you have been discriminated against at work, you can call us to schedule a confidential consultation at 614-762-9727. You can also reach us by sending a message through our website. Let us help you protect your civil rights in the workplace.