Start a Complaint Inquiry

​Your first step is to file an inquiry through our intake unit.  The Intake Unit, which is a part of the Case Processing Department, is ready to assist you if you believe you are a victim of discrimination and wish to file a complaint.

Start an inquiry

​It is possible to file a complaint of discrimination anonymously, but there are a few things to keep in mind. Choosing to remain anonymous may make it difficult for the Commission to conduct a thorough investigation, as we may be unable to contact you for more information. Therefore, it's important to consider the potential impact of anonymity on the investigation before making a decision.​

When submitting a discrimination complaint, providing detailed and relevant information is important. This includes personal information, details about the person or organization accused of discrimination, and a clear description of the incident. It is important to provide specific details such as dates, times, witnesses, and any supporting evidence. It is also helpful to explain the emotional and professional impact of the incident. If there have been any previous related incidents or complaints, they should be noted, as well as any internal attempts to address the issue. By providing this information, the Commission can conduct a thorough investigation and take appropriate action.  

​​The following is a general listing of items that may be needed in certain types of cases to provide evidence for or against an allegation of discrimination. This listing should be used in addition to and not in lieu of any other information that the Complainant or Respondent deems pertinent to their case. This list does not contain all of the different types of cases that are filed with the Maryland Commission on Civil Rights (MCCR).

• Information to Collect Guide for Employment Cases - PDF - 143.7 KB
• Information to Collect Guide for Housing Cases - PDF - 137.82 KB
• Information to Collect Guide for Public Accommodations Cases​ - PDF - 131.25 KB
• Information to Collect Guide for State Contracts Cases - PDF - 146.77 KB
• Information to Collect Guide for Health Services Cases - PDF - 124.2 KB
• Information to Collect Guide  Commercial Leasing Cases - PDF - 144.54 KB

If you have evidence to support or substantiate the allegations made in the complaint, by all means, provide that evidence to your investigator as soon as possible. You want to put your best evidence forward because the time to provide evidence is during the investigation, not after a determination has been made. When it comes to witnesses, we do not need character witnesses. Your investigator wants to hear from people with direct and actual knowledge of the events alleged in the complaint.​

The anti-discrimination laws give you a limited amount of time to file a charge of employment discrimination. You need to file a charge within 300 calendar days from the day the discrimination took place. Regardless of how much time you have to file, it is best to file as soon as you have decided that is what you would like to do.​​  For housing, complaints must be filed within one year  the day the discrimination took place.​  Public accommodations discrimination must be filed within six (6) months from the day the discrimination took place.​.

Time limits for filing a charge with MCCR generally will not be extended while you attempt to resolve a dispute through another forum such as an internal grievance procedure, a union grievance, arbitration or mediation before filing a charge with MCCR. Other forums for resolution may be pursued at the same time as the processing of the MCCR charge.

Holidays and weekends are included in the calculation, although if the deadline falls on a weekend or holiday, you will have until the next business day. Figuring out how much time you have to file a charge is complicated. If you aren't sure how much time is left, you should contact our office as soon as possible so we can assess whether you still have time.

​Also, if more than one discriminatory event took place, the deadline usually applies to each event. For example, let's say you were demoted and then fired a year later. You believe the employer based its decision to demote and fire you on your race, and you file a charge the day after your discharge. In this case, only your claim of discriminatory discharge is timely. In other words, you must have filed a charge challenging the demotion within 300 days from the day you were demoted. If you didn't, we would only investigate your discharge. There is one exception to this general rule and that is if you are alleging ongoing harassment.

The protected classes covered under employment and housing discrimination laws include race, color, religion or creed, sex, age, ancestry or national origin, marital status, physical or mental disability, sexual orientation, gender identity, genetic information (employment only), familial status (housing only), and source of income (housing only).​

Complaints are confidential, and MCCR does not release information to the general public until the matter reaches the stage of a public hearing. However, the complainant's name and basic information about the allegations are disclosed to the employer.

Various resources and assistance are available to help individuals understand their rights and navigate the complaint process, including legal aid organizations, civil rights advocacy groups, government agencies, online guides, community workshops, legal clinics, hotlines, public libraries, and professional legal advice.