When treated differently in recruitment, housing, education or a service, record the act, decision-maker and explanation. A feeling of unfairness matters, but a formal complaint also needs the relevant legal scope and facts.
Evidence to keep
Current protections and scope
The EOC implements the sex, disability, family-status and race discrimination ordinances. Sex-discrimination protection includes sex, marital status, pregnancy and breastfeeding. Each ordinance defines its protected grounds and fields. Do not assume every personal characteristic, private interaction or rude remark falls within the same legislation.
Discrimination, harassment, vilification and victimisation are different legal concepts, and complaints must be made in writing. The EOC may decline or discontinue investigation for reasons including more than twelve months having passed. Seek guidance promptly. Conciliation is voluntary, and the EOC is not a court that directly awards damages.
Act in order: evidence and assistance
- Write a chronology while events are fresh and retain the contemporaneous advertisement, rejection letter, service terms or policy. Separate the words you heard from your interpretation. Identify witnesses without asking them to adopt an account of something they did not observe.
- Use the EOC's scope guidance to identify the protected ground and setting, seeking an enquiry if uncertain. An internal workplace, school or service complaint can run alongside this preparation. Do not wait for an internal process to finish before considering external time limits.
- For a formal complaint, use the designated online form or written channel and set out the parties, events, evidence and remedy sought. Telephone contact is generally for enquiries. The general email address is not the designated discrimination-complaint channel, so follow the current submission instructions.
- Respond to requests for information and assess whether proposed conciliation terms clearly cover an apology, policy change or payment. If unresolved, ask about legal assistance and court options. Complaint handling, conciliation and litigation deadlines need separate consideration rather than one assumed timetable.
Common misunderstandings
An adverse result alone does not establish discrimination, and a policy can raise concerns without insulting language. The reasons, comparisons, rule and effects matter. Organise evidence to show those connections rather than relying solely on an allegation or the respondent's denial.
Before settling, understand confidentiality, withdrawal and release-of-claim terms. You cannot be forced to conciliate, but participating in conciliation is not an admission of unlawful conduct. Seek individual advice where the settlement creates significant obligations or gives up important rights.
Turn the problem into a usable record
A usable account might say: 'After the interview on this date, I was told pregnancy prevented appointment; the message, job requirements and conversation are attached; I seek reassessment and an explanation of the policy.' That enables a clearer scope assessment than a general statement that the employer discriminated.
Build the written complaint around the ground, setting and facts, checking deadlines and settlement terms separately.
Official information and enquiries
These are the reference and service entry points for this guide. Check current fees, eligibility, and schedules with the authority. The preparation date is not each source's official update date.
- EOC: what complaints fall within its scope
- EOC: complaint handling and conciliation
- EOC: designated assistance channels
This is general information; an individual dispute depends on the facts, documents, and current law.