St. Louis Employment Discrimination Lawyer

Employment discrimination representation from a firm with 80 years of combined practice serving the St. Louis community.

If your employer terminated you, passed you over for a promotion, cut your pay, or reassigned you because of your race, gender, age, disability, or another protected characteristic, that decision may give rise to a legal claim under Missouri or federal law. Not all discrimination is overt. Some of the strongest cases we have handled involved patterns that only became clear after reviewing months of emails, performance evaluations, and internal records.

TGH Litigation has spent years handling employment discrimination claims for workers across Missouri, including the St. Louis metro area. The firm brings more than 80 years of combined legal experience and a track record that includes verdicts against school districts, state agencies, and public employers. A St. Louis, MO employment discrimination lawyer at TGH Litigation can review your case and discuss your options during a free consultation.

Employment Discrimination Lawyer St. Louis, MO

An employment discrimination lawyer works with employees who were treated unfairly at work because of who they are, not how they performed. Federal law and the Missouri Human Rights Act both prohibit employers from using protected characteristics like race, sex, age, disability, religion, and national origin as the basis for any employment decision.

What makes these cases challenging is that most employers do not admit the real reason. They write up a performance issue. They call it a restructuring. An employment discrimination attorney in St. Louis looks past the surface explanation and examines whether the evidence tells a different story.

Types of Employment Discrimination Cases We Handle in St. Louis

Discrimination claims take many forms, and no two cases present the same set of facts. TGH Litigation has pursued claims involving the following categories for employees throughout the St. Louis area and across Missouri.

• Race Discrimination. Treating an employee differently because of their race, color, or ethnicity in any phase of employment violates both federal and state law. We have handled cases involving discriminatory hiring, unequal discipline, denial of promotion, and hostile work environments tied to race. The firm has pursued race discrimination claims against Missouri public employers and fought to hold them accountable.
• Gender and Sex Discrimination. Pay disparities between men and women performing the same job, pregnancy-related adverse actions, and decisions driven by gender stereotypes are all forms of sex discrimination. TGH Litigation secured a sex discrimination verdict against St. Louis Public Schools after an employee was subjected to discrimination and punished for raising the issue.
• Age Discrimination. Workers aged 40 and older are protected from employment decisions based on age. Being pushed out for a younger replacement, passed over for promotion despite a stronger record, or subjected to comments about being “too old” for a role are all actionable. TGH Litigation has brought age discrimination claims on behalf of public employees who were terminated because of their age.
• Disability Discrimination. Employers have a legal obligation to accommodate qualified employees with disabilities and cannot make adverse employment decisions based on a disability. Refusing to engage in the accommodation process or retaliating against someone who requests help are both violations. The Americans with Disabilities Act outlines these protections and the employer’s responsibilities.
• Religious Discrimination. Missouri and federal law require employers to reasonably accommodate religious practices unless doing so would cause undue hardship. Refusing to adjust scheduling for religious observance, factoring religion into hiring or advancement decisions, and allowing faith-based harassment all give rise to claims.
• National Origin Discrimination. An employer cannot discriminate based on where you were born, your ethnicity, or your accent. Unjustified English-only workplace policies that target employees based on perceived nationality, and harassment tied to cultural identity, fall under this category.
• Pregnancy Discrimination. Terminating or demoting a worker because she is pregnant, refusing to hire someone who is visibly pregnant, or penalizing a worker for taking pregnancy-related medical leave are all illegal. These cases frequently involve overlapping claims under sex discrimination laws.
• Retaliation for Reporting Discrimination. Employees who report discriminatory treatment, file complaints, or cooperate with investigations are protected from retaliation. If your employer responded to your complaint by cutting your hours, reassigning you, or finding a reason to fire you, that retaliation can be the basis of a separate claim. This area overlaps significantly with whistleblower retaliation protections.

Why Choose TGH Litigation as my Employment Discrimination Lawyer in St. Louis, MO?

Discrimination Verdicts Across Missouri

The firm has recovered millions of dollars for employees who were discriminated against at work. That includes verdicts against public school districts in St. Louis, state universities, and county government agencies. TGH Litigation appealed a dismissed case to reinstate a discrimination lawsuit against the University of Missouri when a lower court threw it out. Past clients have described the firm’s approach as honest, supportive, and guided by real experience. We take cases for employees only, never employers, and that commitment runs through everything we do.

Who Represents You

Joanna Trachtenberg founded TGH Litigation and focuses her practice on employment discrimination, whistleblower protection, workers’ compensation retaliation, and wage-and-hour matters. She is admitted to practice in Missouri, New York, and federal courts across both states, including the Eighth Circuit. Joanna graduated cum laude from NYU School of Law, earned an M.A. from the University of Limerick, and holds a B.A. from Yale University. She also counsels individuals and small businesses on non-compete agreements and employment separation terms.

Fellow founding attorney J. Andrew Hirth is a Super Lawyers honoree with admission to the United States Supreme Court Bar.

Understanding Employment Discrimination Cases

Damages, Liability, and Compensation for Employment Discrimination Cases

The remedies available in a discrimination case depend on which laws apply and the severity of the employer’s conduct. Common forms of recovery include:

• Back pay. The wages and benefits you would have earned from the date of the discriminatory action through the resolution of the case.
• Front pay. Compensation for future lost income when returning to the same employer is not a realistic option.
• Compensatory damages. Awards for emotional distress, reputational harm, and other non-economic consequences of the discrimination.
• Punitive damages. Designed to penalize employers whose conduct was willful or showed reckless disregard for the law.
• Attorneys’ fees. Many discrimination statutes shift the cost of legal fees to the employer if the employee prevails.
• Equitable relief. Courts can order reinstatement, promotion, or changes to company policies.

What Are Important Aspects of an Employment Discrimination Case?

Discrimination cases depend heavily on the specific facts, but some elements consistently matter.

• Evidence of pretext. Employers almost always offer a legitimate reason for their decision. Your attorney’s job is to demonstrate that the stated reason is a cover for the actual, discriminatory motive. A sudden negative performance review, inconsistent enforcement of company rules, or a timeline that coincides with your protected activity can all help establish pretext.
• Comparator evidence. Were similarly situated employees outside your protected class treated better? If a younger colleague received the promotion you were denied, or a male coworker was not disciplined for the same conduct, that comparison carries weight.
• Documentation and records. Written communications, HR files, internal complaints, and your own contemporaneous notes all matter. Start preserving these records as soon as you suspect something is wrong.
• Filing deadlines. Missouri law requires you to file a discrimination complaint with the Missouri Commission on Human Rights within 180 days. Federal claims filed through the EEOC generally allow 300 days. These deadlines are firm.

What Is The Employment Discrimination Case Timeline?

The process typically unfolds in stages, though each case has its own pace depending on the complexity and whether it settles early.

• Administrative charge. Discrimination claims usually start with a charge filed with the Equal Employment Opportunity Commission or the Missouri Human Rights Commission. Dual filing with both agencies is common in Missouri.
• Investigation. The agency contacts your employer, gathers records, and may interview witnesses. This phase can last several months to a year or more.
• Mediation. Both the EEOC and the MCHR offer voluntary mediation, which can resolve a case without litigation if both sides are willing to negotiate.
• Right-to-sue letter. If the agency does not resolve the matter, you receive a right-to-sue letter that allows you to file a lawsuit.
• Litigation and trial. The case moves into discovery, depositions, motions, and potentially a jury trial. TGH Litigation has taken discrimination cases to verdict for Missouri employees when a settlement was not an option.

What Should You Bring to Your Employment Discrimination Consultation?

The more documentation you bring to the first meeting, the faster your attorney can assess the case. Gather what you can from this list:

• Performance reviews, write-ups, or disciplinary actions, particularly any issued around the same time as the events in question
• Emails, messages, or other written communications reflecting discriminatory conduct or inconsistent treatment
• Your own written account of what happened, with dates, names, and as much detail as you can recall
• Any complaint you filed with HR, a supervisor, or an outside agency
• Pay stubs, your offer letter, or any employment contract that could be relevant

Your attorney will review these materials and give you a candid evaluation of the case. TGH Litigation provides free consultations for employment discrimination claims in St. Louis, MO and throughout the state, so there is no cost and no obligation.

What Are Important Missouri Legal Resources for Employment Discrimination Cases?

Several government agencies provide resources for Missouri workers dealing with employment discrimination. These are useful for understanding what the law covers and what steps to take.

• The EEOC’s race discrimination page explains how federal law defines and prohibits race and color discrimination in the workplace.
• The MCHR complaint process walks through how to file a state-level discrimination charge and what happens during the investigation.
• The DOL whistleblower page explains federal retaliation protections, which frequently intersect with discrimination claims when an employer punishes a worker for reporting.

Reach Out to TGH Litigation to Schedule a Consultation

Discrimination claims in Missouri have filing deadlines as short as 180 days from the date of the adverse action. Waiting too long risks losing the right to bring your case at all. TGH Litigation provides free consultations for employees in St. Louis, MO and the surrounding area who believe they were discriminated against at work. Contact us to schedule a confidential conversation about your situation.

Employment Discrimination Statistics in St. Louis

Employment discrimination remains a widespread problem. In fiscal year 2024, the EEOC received 88,531 discrimination charges and secured nearly $700 million for more than 21,000 workers, the highest monetary recovery in the agency’s recent history. Those charges spanned race, sex, age, disability, religion, and national origin. St. Louis is a major employment center, with a metro labor force of roughly 1.48 million people, and a workforce of that size sees a significant share of workplace bias. These figures reflect how often employees face unlawful treatment on the job, including here in St. Louis, MO.

Types of Evidence Used in Employment Discrimination Cases

Discrimination is rarely stated openly. Employers seldom admit that a firing or demotion was based on age, race, or another protected trait, so these cases are built on evidence assembled piece by piece. The following types of proof tend to carry the most weight.

• Direct statements. These are uncommon, but they carry real weight. A remark about your age in a meeting, an email about “culture fit,” or a text from a supervisor can be decisive. When someone puts bias into words, we work to preserve it before it disappears.
• Comparator evidence. How were people outside your protected group treated? If a younger worker kept their job after the same mistake that got you fired, that contrast is often central to the case. We look closely for those comparisons.
• Your personnel file. Performance reviews, write-ups, and disciplinary records tell a timeline. A strong review followed by a sudden poor one, right after you complained or a manager learned your diagnosis, is worth a close look.
• Timing. An adverse action that lands soon after a complaint, a leave request, or a protected trait becoming known can speak volumes. Courts pay close attention to sequence, and so do we.
• Emails, texts, and internal messages. Contemporaneous communications are difficult to explain away later. What people wrote in the moment often says more than what they claim afterward.
• Patterns. One incident can look like a misunderstanding. A pattern across several employees in the same group looks like something else. We gather what the wider record reveals.
• Shifting explanations. When an employer gives one reason for a decision, then changes it, that inconsistency can point to pretext. We track every version of the story.
• Witnesses. Coworkers who saw or heard what happened can corroborate your account, even when they are nervous about coming forward. Their testimony can turn a he-said dispute into a provable one.

No single item usually wins a case. It is the combination, assembled carefully, that shows what actually happened.

St. Louis Employment Discrimination Lawyer FAQs

What counts as employment discrimination?

Discrimination means being treated worse at work because of a protected trait, not because of your performance. That covers race, color, sex, pregnancy, age, disability, religion, and national origin, among others. It can show up in a firing, a demotion, a missed promotion, unequal pay, or a hostile environment. The key question is whether a protected characteristic drove the decision, and that’s what we help you sort out.

Do I have to file with the EEOC before I sue?

Usually, yes. Most federal discrimination claims require you to file a charge with the EEOC, or the state agency, before you can take the matter to court. Only after that process runs its course do you get clearance to sue. The deadlines are strict. We handle this step with you so nothing gets missed and your right to file later stays protected.

How much does it cost to hire a discrimination lawyer?

Your first consultation is free. What comes after depends on the case, and we talk through the fee arrangement before anything begins. No fine print, no surprises. We think a worker should be able to describe what happened and learn where they stand without worrying about a bill for that first conversation.

Do you offer free consultations?

Yes. We offer free consultations for employment discrimination matters across St. Louis and the surrounding area. You get a chance to tell your story, and we get a chance to tell you honestly whether the law is on your side. There’s no pressure to move forward, and no obligation if you decide not to.

Can I be fired for complaining about discrimination?

You can be fired, but firing you for complaining is often illegal on its own. Retaliation against an employee who reports or opposes discrimination is a separate violation, and it is one we see frequently. We have won cases built on unlawful retaliation and taken on a wrongful termination after an employee reported misconduct. Speaking up is protected.

What if I work for the government?

Public employees often have added protections that private-sector workers don’t, including rights tied to free speech and open government. Our attorneys have litigated these questions, from a First Amendment challenge to public commentary on Missouri’s Sunshine Law. If a government employer discriminated against you, the standards that apply are different, and sometimes they work in your favor.

What can I recover if I win?

It depends on the claim. Remedies can include back pay for lost wages, compensation for the harm you suffered, and in some cases getting your job back. We’ve secured reinstatement with back pay for a public employee forced out of his position. In stronger cases, punitive damages and attorney’s fees may also be on the table.

How long do I have to file a discrimination charge?

Not long, so this is not a decision to sit on. Discrimination charges carry firm deadlines that start running from the date of the harm, and missing one can bar an otherwise strong claim. The exact window depends on the law and the agency involved. The safest step is to talk to a St. Louis employment discrimination attorney early, while all your options are still open.

How do I prove discrimination if no one admits it?

Almost no one admits it, and the law does not expect a confession. Discrimination is usually proven through circumstantial evidence such as comparators, timing, shifting explanations, and patterns. Part of protecting your workers’ rights is assembling that circumstantial record into a clear picture. That is the work we do in every case.

What if I’m not sure I have a case?

Then a free consultation is exactly what you need. Plenty of people come to us unsure whether what happened was unfair or unlawful, and those are two different things. Some do have a claim. Some don’t, and we say so. Either way, you leave with a clearer understanding of your rights than when you arrived.

Local Information for St. Louis Employment Discrimination Cases

St. Louis Courts and Agencies for Employment Discrimination Cases

Where a discrimination case goes depends on the claim. Many start with a charge filed at the EEOC or a state or city civil rights agency. If the matter becomes a lawsuit, it may be filed in the federal courthouse downtown or in state court. St. Louis workers actually have more places to file than most, because the city runs its own civil rights office alongside the state and federal agencies. Identifying the right forum is part of what we handle for you.

What Are Important Local Resources for St. Louis Employment Discrimination Cases?

The offices below handle the charges, investigations, and cases that St. Louis workers deal with most. We list them so you know where to begin.

• EEOC St. Louis District Office, 314-798-1960. Receives and investigates federal discrimination charges for Missouri workers.
• City of St. Louis Civil Rights Enforcement Agency, 314-622-3301. Handles employment, housing, and public accommodation discrimination complaints within the city.
• Missouri Commission on Human Rights, 573-751-3325. The state agency that receives discrimination complaints under Missouri law.
• U.S. District Court, Eagleton Courthouse, 314-244-7900. The downtown federal court that hears employment discrimination lawsuits.

We are not affiliated with any of these offices, and listing them here is not an endorsement. They are provided only to help you find the right starting point.

About TGH Litigation

TGH Litigation has represented Missouri employees since 2016, and discrimination cases are core to what we do. We take the worker’s side, never the company’s. We have stood up for employees pushed out for reporting wrongdoing, including a whistleblower the state tried to silence, and carried discrimination fights beyond the workplace, including a challenge on behalf of transgender youth denied care by a state university. These outcomes reflect our long track record of standing up for people who were treated unfairly.

What Our Clients Say

Here is what one client said about working with our attorneys.

⭐⭐⭐⭐⭐

“I would like to thank you for restoring me and my self-confidence. I came to you very beaten down and full of self-doubt and embarrassment as a result the circumstances that brought me to your office.. The honest, frank, factual information you shared with me showed me you respected me as an intelligent effective person even other circumstances had attempted to paint a very different picture of me.. Your confidence in sharing the good and the bad with me by being so frank as to the prospects of my case made me feel confident I had a well informed competent representative behind me. You partnered with me and helped me to be bold in the face of adversity. You made me a winner again. Thank you”

D.C.

Read more reviews on our Google Business Profile.

Contact TGH Litigation

If you were treated unfairly at work because of who you are, talk to us. At TGH Litigation, your first consultation is free and confidential. We’ll listen to what happened, explain how state and federal discrimination law applies, and outline your options without pressure. You decide what comes next. Our office responds quickly to new inquiries, usually within one business day. Contact us to speak with a St. Louis employment discrimination lawyer who represents employees, not employers.