A federal law that bars employers from discriminating against workers and job applicants based on race, color, religion, sex, or national origin.

Passed as part of the Civil Rights Act of 1964, Title VII applies to private employers, governments, labor unions, and employment agencies that meet coverage rules, usually 15 or more employees. It covers hiring, firing, pay, promotions, job assignments, training, harassment, retaliation, and other workplace decisions. Sex discrimination under Title VII includes sexual harassment, pregnancy discrimination, and, under U.S. Supreme Court case law, discrimination based on sexual orientation or gender identity. A worker who reports discrimination, joins an investigation, or files a charge is also protected from retaliation.

For an injury or employment-related claim, Title VII often shapes whether a worker can recover for lost wages, emotional distress, or other harm caused by discriminatory treatment. It also affects what evidence matters, such as emails, witness statements, hiring records, or a pattern of unequal discipline. Like a warning sign at a flooded arroyo, Title VII sets a clear boundary employers are not allowed to cross.

In New Mexico, workers may also have claims under the New Mexico Human Rights Act. Title VII claims usually must first be filed with the Equal Employment Opportunity Commission (EEOC), and in a deferral state like New Mexico, the filing deadline is generally 300 days from the discriminatory act.