You can file the required administrative charge yourself, but most claimants benefit from a lawyer early — because discrimination cases run on strict, unforgiving deadlines and a 2017 change made claims harder to prove. In Missouri, your main tool is the Missouri Human Rights Act (MHRA), codified at Chapter 213 (§ 213.055), enforced through a charge filed with the Missouri Commission on Human Rights (MCHR) within a strict filing deadline. There is also a federal alternative — Title VII (42 U.S.C. § 2000e), enforced through the EEOC — running on its own separate clock. And since SB 43 (2017), the MHRA uses a tougher "motivating factor" standard and caps damages by employer size. You can do the early paperwork on your own, but the deadlines and proof standard are exactly where unrepresented claimants lose.
This page walks through what you can reasonably do yourself, when a lawyer is the smarter move, what you risk if you get it wrong, and how to weigh the decision.
Can you handle a discrimination claim yourself?
The first steps of a discrimination claim are designed to be accessible without a lawyer, and many people start them alone. But every one of these steps is governed by a deadline — and the clock starts the moment you are harmed.
- Document the incidents. Write down dates, what was said, who was present, and save emails, texts, and performance records while everything is fresh.
- Use internal HR complaint processes. Reporting through your employer's policy can both resolve the issue and create a record of protected activity.
- File a charge in time. You generally must file a charge of discrimination with the MCHR or the EEOC within the applicable deadline — this is a strict deadline, so confirm the current period and file early.
- Request a right-to-sue letter. You usually cannot sue until you have filed the charge and obtained this letter from the agency.
The hard truth: the charge is a prerequisite to suing, and missing the filing window typically bars the claim outright. If you are organized and well inside the deadline, you can begin this yourself — but treat the deadline as the thing most likely to sink you.
When you should hire a lawyer
Some situations move from "manageable alone" to "get advice now." Talk to a Missouri employment attorney if any of these apply:
- You were fired, demoted, or denied a promotion and believe a protected trait was the reason.
- The filing deadline is near — even days matter, and a missed window can end the claim.
- You were punished after complaining about discrimination (retaliation), which can be its own claim.
- You have received a right-to-sue letter and must file suit fast — that deadline is often short, sometimes days, not months.
- The employer has its own lawyers or an HR department building a record against you.
- You want money damages, where the caps and proof rules directly shape what you can recover.
- Your case turns on complex proof under the motivating-factor standard, where evidence must show the protected trait actually influenced the decision.
A lawyer can confirm coverage, preserve both the state and federal deadlines, and identify the strongest theory — often within a narrow window.
What's at stake if you get it wrong
The biggest risk is simple: miss the charge deadline and you can lose the claim entirely, no matter how strong the underlying facts are. Beyond that, the state and federal systems work differently, and confusing them is costly.
- State — the MHRA (Chapter 213 / § 213.055). Missouri's own law bars discrimination because of protected characteristics and reaches many small employers. Since SB 43 (2017), an MHRA claim is governed by the "motivating factor" standard — the protected trait must have actually influenced the decision — and combined compensatory and punitive damages are capped by employer size. This is a meaningfully tougher framework than older Missouri cases reflect.
- Federal — Title VII (42 U.S.C. § 2000e). The federal alternative runs through a separate agency, the EEOC, on its own separate deadline, with its own coverage rules and damage caps. It is not interchangeable with the state route.
Because the two systems have different agencies, deadlines, and standards, many claimants preserve both — but only if they act before either clock runs out.
How to weigh the decision
If you are deciding whether to bring in a lawyer, weigh these factors together rather than in isolation:
- Severity. A termination or demotion carries far more at stake — financially and procedurally — than a minor, isolated slight.
- How close the deadline is. The nearer the filing window, the less room you have to learn the process yourself, and the more a lawyer's speed matters.
- Strength of your evidence. Clear documentation, witnesses, or a discriminatory remark tied to the decision make a self-started charge more viable; thin or purely circumstantial proof argues for help, especially under the motivating-factor standard.
- Is the employer represented? If the company has counsel or a practiced HR function, you are not on equal footing alone.
- What you actually want. If you want money damages, the caps and proof rules make legal guidance valuable; if you mainly want the conduct to stop, an internal complaint or a straightforward charge may get you further, faster.
There is no single right answer — but the closer the deadline and the higher the stakes, the stronger the case for talking to an attorney early.
Frequently Asked Questions
Do I need a lawyer to file a discrimination charge?
No. You can file a charge with the MCHR or the EEOC yourself, and the agencies accept charges from individuals. But because the charge is a strict prerequisite to suing and the deadline is unforgiving, many people have a lawyer review the situation before — or right after — filing.
What's the deadline to file in Missouri?
There is a strict deadline to file a charge of discrimination, and it differs between the state and federal routes — so confirm the current period for your situation. Missing the window typically bars the claim entirely, which is why the safest move is to file early rather than gamble on an exception or extension.
MHRA vs. federal — which applies?
Both can apply to the same conduct. The MHRA (Chapter 213 / § 213.055) is Missouri's own law, enforced through the MCHR, and it reaches many smaller employers. Federal Title VII (42 U.S.C. § 2000e) runs through the EEOC on a separate track with its own deadline and rules. Many claimants preserve both routes; which fits depends on the employer and the facts.
What is a right-to-sue letter?
It is the document the agency issues that generally authorizes you to file a lawsuit in court. You usually cannot sue until you have filed your charge and received it. The letter often starts a short, strict deadline to file suit — sometimes days, not months — so the clock is already running when it arrives.
How do I find the right Missouri attorney?
Look for an attorney who handles Missouri employment discrimination and understands both the post-2017 MHRA and the federal system. You can get matched with a Missouri attorney who can confirm coverage, preserve both deadlines, and assess your claim under the current motivating-factor standard before the window closes.
Legal Disclaimer
This page provides general legal information about Missouri law and is not legal advice. It does not create an attorney-client relationship. Every situation depends on its own facts, deadlines, and documents; consult a qualified Missouri attorney before acting.