[TX] What can I do after filing two cases with EEOC for wrongful termination and discrimination and not receiving any response?

TX Employment

Charlie

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You have to wait for the EEOC to see if they give you a right to sue letter. You cannot take any further steps without the letter. (42 U.S.C. § 2000e-5)

Here is some information to help (general information only, not legal advice):

Keep gathering and organizing your documentation – People in your situation often collect and organize: termination emails, separation notices, or reason-for-termination statements, performance records, any records showing retaliation (write-ups, threats, sudden schedule changes, denied training, etc.), copies of the EEOC case numbers and any documents you submitted, notes about what happened leading up to your termination. Keeping this all in one place makes the EEOC process smoother.
Update the EEOC about the termination – Because your termination happened after you filed your EEOC claims, many people choose to contact the EEOC investigator (or the office handling your cases), inform them that retaliation occurred after filing the charges, and ask them to add the termination to your existing cases or open a retaliation amendment. The EEOC normally allows you to add new events that relate to an existing charge. (42 U.S.C. § 2000e-5)
Check where your EEOC charge is in the process – If you haven’t heard back, you can log into the EEOC Public Portal to check your case status, send a message through the portal asking whether an investigator has been assigned, or contact the EEOC field office by phone and request an update. This does not force a decision, but it often gets your case moving.
Consider filing a new retaliation charge if needed – If the termination clearly occurred after your earlier EEOC filings, some people file a separate retaliation charge. Others have the original charge amended. The EEOC can tell you whether they need a new charge or an amendment. (42 U.S.C. § 2000e-3)
Watch for your “Notice of Right to Sue” – This document allows a person to file a lawsuit in federal court. People often request the notice if the EEOC has not taken action after a certain period or wait for the EEOC to finish its investigation. Once issued, there are deadlines to act.
Track deadlines – Federal discrimination claims typically have a 90-day deadline to file a lawsuit after receiving the right-to-sue notice. Texas state claims may have different timelines. (42 U.S.C. § 2000e-5)
Continue documenting anything after termination – If the employer contacts you, if you receive new documents, or if coworkers report similar issues.
Consider consulting a local Texas employment attorney – Many people speak with an attorney before the EEOC finishes its process to understand deadlines and next steps.

EEOC Public Portal

I hope that helps!

Termination Letter to Employee

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What to do if I’ve been wrongfully terminated and discriminated against? With Equal Employment Opportunity Commission (EEOC) file cases and documentation showing retaliation.

Lexi, Chatbot

I'm sorry to hear that you're going through this difficult situation with wrongful termination and discrimination. Can you please share when the termination occurred?

This passed Monday 11/23/2025.

Lexi, Chatbot

Have you already filed a complaint with the EEOC, and if so, what was their response?

Yes, I have two case numbers with no response.

Lexi, Chatbot

Is there anything else the employment lawyer should know before I connect you? Rest assured they'll be able to help with your wrongful termination.

Yes.

Charlie

Hello, my name is Charlie, and I am a licensed attorney. I apologize that you are experiencing these issues, but I will be happy to assist you with your questions today. DISCLAIMER: This conversation is for general informational/educational purposes only; no attorney-client relationship is formed; we are unable to offer representation/legal advice of any kind; always speak to a local attorney for case-specific legal advice; and I am not holding myself out to be certified or an expert in any particular area of law. Please allow me a moment to review your question, and I will be right with you.

I know legal matters can feel overwhelming, but you’re in good hands. I’ll do my best to make things clear and provide you with the information that you need. Let’s work together to find the right information for your situation.

Which state do you work in?

Houston, Texas.

Charlie

Understood. When were you terminated?

On 11/24/2025.

Charlie

What was the reason for the termination?

They claimed work performance but I never received any type of disciplinary actions. Except for retraining that I never got. I have everything documented if you need it.

Charlie

How long did you work for the employer?

6 months.

Charlie

Did you already file a claim with the EEOC?

Yes, before my wrongful termination I have two claim cases.

Charlie

Did the EEOC give you a right to sue letter?

Would you like those two claim case numbers?

Charlie

No, I do not need any specific/personal information. This site is for general information only.

Oh, okay.

Charlie

Did the EEOC give you a right to sue letter?

No, I haven't received a response yet.

Charlie

How can I help you?

I need to know what are my next steps? And can you direct me in the right direction?

Charlie

You have to wait for the EEOC to see if they give you a right to sue letter. You cannot take any further steps without the letter. (42 U.S.C. § 2000e-5)

Here is some information to help (general information only, not legal advice):

Keep gathering and organizing your documentation – People in your situation often collect and organize: termination emails, separation notices, or reason-for-termination statements, performance records, any records showing retaliation (write-ups, threats, sudden schedule changes, denied training, etc.), copies of the EEOC case numbers and any documents you submitted, notes about what happened leading up to your termination. Keeping this all in one place makes the EEOC process smoother.
Update the EEOC about the termination – Because your termination happened after you filed your EEOC claims, many people choose to contact the EEOC investigator (or the office handling your cases), inform them that retaliation occurred after filing the charges, and ask them to add the termination to your existing cases or open a retaliation amendment. The EEOC normally allows you to add new events that relate to an existing charge. (42 U.S.C. § 2000e-5)
Check where your EEOC charge is in the process – If you haven’t heard back, you can log into the EEOC Public Portal to check your case status, send a message through the portal asking whether an investigator has been assigned, or contact the EEOC field office by phone and request an update. This does not force a decision, but it often gets your case moving.
Consider filing a new retaliation charge if needed – If the termination clearly occurred after your earlier EEOC filings, some people file a separate retaliation charge. Others have the original charge amended. The EEOC can tell you whether they need a new charge or an amendment. (42 U.S.C. § 2000e-3)
Watch for your “Notice of Right to Sue” – This document allows a person to file a lawsuit in federal court. People often request the notice if the EEOC has not taken action after a certain period or wait for the EEOC to finish its investigation. Once issued, there are deadlines to act.
Track deadlines – Federal discrimination claims typically have a 90-day deadline to file a lawsuit after receiving the right-to-sue notice. Texas state claims may have different timelines. (42 U.S.C. § 2000e-5)
Continue documenting anything after termination – If the employer contacts you, if you receive new documents, or if coworkers report similar issues.
Consider consulting a local Texas employment attorney – Many people speak with an attorney before the EEOC finishes its process to understand deadlines and next steps.

EEOC Public Portal

I hope that helps!

Ok and thanks.

Charlie

23,758 satisfied customers

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