HR Policies
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Equal Employment Opportunity Policy
Title VII / ADA / ADEA-aligned EEO policy. Required for U.S. employers with 15+ employees; recommended for all sizes.
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What's inside this template
Equal Opportunity Statement
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[Company] provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40+), disability, genetic information, veteran status, or any other characteristic protected by federal, state, or local law.
Coverage
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This policy applies to all employment decisions including recruitment, selection, training, promotion, compensation, benefits, transfer, and termination. It governs the conduct of every manager, supervisor, and employee.
Reasonable Accommodation
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[Company] provides reasonable accommodations to qualified individuals with disabilities and to employees with sincerely held religious beliefs, unless doing so would impose an undue hardship. Employees who need an accommodation should contact HR.
Pregnancy & Childbirth
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Pregnancy, childbirth, and related medical conditions are treated the same as any other temporary medical condition for purposes of leave, accommodations, and benefits, consistent with the Pregnancy Discrimination Act and the Pregnant Workers Fairness Act.
Reporting Discrimination
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Employees who believe they have been subject to or witnessed discrimination should report it immediately to HR or via the ethics hotline. Reports are investigated promptly and confidentially. Retaliation against anyone who reports in good faith is strictly prohibited.
Posting & Training
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EEO posters are displayed in all break rooms and on the employee intranet. All managers receive EEO training annually. New hires receive EEO orientation in their first week.
Common use cases
Federal compliance
Posting requirement
Employee handbook
Frequently asked questions
Does this policy cover state-protected classes that aren't federal?
Yes — many states protect characteristics beyond federal law (e.g., marital status, gender identity, source of income). Check the state-specific addendum for your location.
Are independent contractors covered?
EEO laws primarily cover employees; however, contractors who work alongside employees are protected from harassment and discrimination by the company's policy. Independent-contractor classification itself can't be used to evade EEO.
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