Racial Harassment

Slurs, “jokes,” and hostility aimed at your race aren’t just wrong — they’re illegal. If you’re dealing with it at work, you don’t have to keep absorbing it.

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What is a racial harassment?

Racial harassment is unwelcome conduct at work targeting your race, color, or ethnicity — slurs, offensive jokes, imagery, intimidation, or hostility. It’s illegal when it’s severe or frequent enough to create a hostile work environment. Even a single serious incident, like a racial slur from a supervisor, can be enough.

Racial harassment ranges from open hostility to conduct people try to pass off as humor. Both can be illegal.

How racial harassment shows up at work

  • Racial slurs, whether said to you or around you

  • “Jokes” or comments about your race that never stop

  • Racist images, symbols, or messages in the workplace

  • Comments about your hair, name, or how you speak

  • Being mimicked or mocked based on your ethnicity

  • Being treated as a threat, or watched more closely than others

  • Coworkers or managers who witness it and say nothing

  • Conduct that continues, or worsens, after you report it

Federal and state protections

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Racial harassment is prohibited under both federal and state law.

Federal

Title VII of the Civil Rights Act prohibits harassment based on race, color, and ethnicity. Racial harassment is illegal when it’s severe or pervasive enough to create a hostile work environment. Courts have recognized that a single use of a serious racial slur — particularly by a supervisor — can be enough to meet that standard.

Minnesota

The Minnesota Human Rights Act prohibits racial harassment and applies to employers of nearly every size. Minnesota has strengthened its harassment standard, making these claims more accessible to workers than under some federal precedent.

Illinois

The Illinois Human Rights Act prohibits racial harassment, applies to employers with one or more employees, and extends protections to contractors and non-employees in some situations.

Not sure which law applies to your situation? That’s what we figure out with you.

What a racial harassment case can recover, if your case is successful:

  • Back pay for wages you lost
  • Front pay for future wages
  • Reinstatement to your job (if that’s what you want)
  • Compensation for emotional distress
  • Punitive damages against the employer (in serious cases)
  • Attorney’s fees and costs

Every case is different. What you can recover depends on the facts, the law, and the employer’s conduct.

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*Prior results do not guarantee a similar outcome.

How we handle racial harassment cases

Every case starts with a free call. We listen first. If you have a case, we tell you what it looks like — what’s likely to happen, how long it might take, what’s realistic. If you don’t have a case, we tell you that too and try to point you toward someone who can help.

On contingency, you pay nothing unless we win.

Attorneys who handle these cases

Meet the full team
Shawn Wanta, Founding Partner at Wanta Thome

Shawn Wanta

Founding Partner

Recognized among the nation’s Top 100 Civil Plaintiff and Top 10 Wage and Hour attorneys, a determined litigator fighting for workers in class and collective actions.

Admitted in MN · IL

Joni Thome, Founding Partner at Wanta Thome

Joni Thome

Founding Partner

Drawing on 25 years of representing professionals and managers, a steady advocate for employees facing discrimination, harassment, and retaliation in the workplace.

Admitted in MN

Suzanne Heywood, Attorney at Wanta Thome

Suzanne Heywood

Attorney

Driven by her own encounters with corporate unfairness, a tenacious champion focused on protecting the rights, livelihoods, and futures of hardworking professionals.

Admitted in IN · IL · MI

Luke Molvarec, Attorney at Wanta Thome

Luke Molvarec

Attorney

Forged by his background as a Marine, an unwavering defender fighting to level the playing field and secure meaningful financial recovery for unfairly treated workers.

Admitted in IL

Common questions about racial harassment

  • Is a single racial slur enough to bring a claim?

    It can be. Courts have recognized that a single use of a severe racial slur — particularly by a supervisor — can be serious enough to create a hostile work environment. You don’t always need a long pattern when the conduct is severe enough on its own.

  • What if it was “just a joke”?

    Intent isn’t the test. Racial “jokes” and comments can create a hostile work environment regardless of whether the person claims they meant no harm. What matters is the effect on you and your working conditions, not how the harasser characterizes it.

  • What if the harassment isn’t aimed directly at me?

    You may still have a claim. Racial slurs and hostility you’re exposed to at work can create a hostile environment even when they’re directed at someone else or spoken generally. Being made to work in that environment is itself the harm.

  • What’s the difference between racial harassment and race discrimination?

    Race discrimination is being treated worse in job decisions — pay, promotions, firing — because of your race. Racial harassment is hostile conduct that makes the workplace itself abusive. They often happen together, and one situation can involve both.

    Race Discrimination

  • Can I be fired for reporting racial harassment?

    No. Retaliation for reporting harassment is illegal, whether or not the harassment claim is ultimately proven. If your employer punished you for speaking up, that’s a separate violation that can strengthen your case.

    Retaliation
See all harassment FAQs

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Common questions

How long do I have to file a racial harassment claim?

It depends on the law and the agency. Some federal deadlines are as short as 300 days, with different state timelines. Because the clock starts early, it’s best to talk to someone as soon as you can.

What evidence helps in a racial harassment case?

Notes on what was said and when, texts and messages, photos of offensive imagery, witness names, and any reports you made to HR. Even without a paper trail, patterns and testimony can build a strong case. Bring what you have.

Do I have to report it to HR first?

Not always, but how your employer responds matters legally. If you reported it and nothing changed, that failure can strengthen your claim. If reporting isn’t safe, you may still have options. We help you figure out the best next step.

What if my coworkers won’t speak up for me?

Cases can still succeed. Coworkers are often reluctant out of fear for their own jobs, and the legal process has ways of obtaining testimony and evidence. A lack of volunteers early on doesn’t mean your case can’t be proven.

How much does it cost to hire a racial harassment lawyer?

For most cases, nothing upfront. We work on contingency — you pay no fees unless we recover money for you. The first call to find out whether you have a case is always free.