Key Takeaways
- The Missouri Human Rights Act (MHRA), found in RSMo Chapter 213, is Missouri’s main law against discrimination in employment, housing, and public accommodations.
- The law generally applies if your employer has at least 6 employees and the alleged discriminatory act happened in Missouri.
- Protected classes include race, sex (including pregnancy and sexual harassment), disability, age 40 and older, religion, national origin, and ancestry.
- A charge of discrimination usually must be filed with the Missouri Commission on Human Rights (MCHR) within 300 days of the last discriminatory act.
- Punchwork Law represents employees under the MHRA and offers free consultations to help workers understand their rights.
Introduction: How the Missouri Human Rights Act Protects Workers
If you believe you’ve faced discrimination, harassment, or retaliation at work in Missouri, the Missouri Human Rights Act may protect you. This state law works alongside federal anti discrimination laws like Title VII, the ADA, and the ADEA—but it often covers smaller employers that federal law misses, complementing broader employment discrimination protections available in other jurisdictions.
This article answers a straightforward question: Does this human rights act apply to me, and what can I do next? Punchwork Law represents workers—not employers—and uses the MHRA to fight wrongful termination and other serious workplace violations, sexual harassment, racial discrimination, and retaliation across the country, including Kansas City, St. Louis, and throughout Missouri.
What Is the Missouri Human Rights Act (RSMo Chapter 213)?
The Missouri Human Rights Act is the state’s civil rights statute, originally enacted in 1961 and now codified in Chapter 213 of the Revised Statutes of Missouri. It prohibits discrimination in three areas: employment, housing, and public accommodations.
The Missouri Commission on Human Rights (MCHR), part of the Missouri Department of Labor, enforces this legislation. The MCHR investigates complaints and issues “right to sue” letters. The Missouri legislature made significant changes through Senate Bill 43 (SB 43), effective August 28, 2017, which tightened standards for proving employment discrimination.
Does the Missouri Human Rights Act Apply to Me as an Employee?
The MHRA generally applies if:
| Requirement | What It Means |
|---|---|
| Location | You work in Missouri or the discrimination occurred in Missouri |
| Employer size | Your employer has at least 6 employees during the current or preceding year |
| Protected activity | Your claim involves discrimination or retaliation connected to a protected status |
Part-time employees count toward the 6-employee threshold if they’re on payroll. Independent contractors typically do not. The law covers private employers, state and local government, labor organizations, and employment agencies, with limited exceptions for certain religious organizations.
For remote workers: if your job is based in Missouri, your supervisors are here, or key decisions were made here, the MHRA may apply even if you sometimes work from another state.
If you’re unsure whether your company qualifies, contact Punchwork Law for legal help to explore your options.
Who Is Protected? MHRA Protected Classes Explained
A “protected class” is a characteristic the law specifically shields from discrimination. Under the MHRA, protected classes in employment include:
- Race and color
- Religion
- National origin and ancestry
- Sex (including pregnancy, childbirth, and related conditions)
- Disability (physical or mental)
- Age (40 and older)
Sexual harassment falls under sex discrimination, and recognizing the signs of workplace harassment and your legal protections is critical to asserting your rights. In housing, familial status (families with children under 18) is also protected.
You don’t need to prove hatred. You only need to show your employee’s protected classification was a motivating factor in the adverse action—meaning it was a significant reason, not just incidental.
Real workplace examples:
- Fired after disclosing a disability
- Denied promotion because of pregnancy or other sex and gender discrimination in Kansas City workplaces
- Harassed with racial slurs, which can be addressed with help from Kansas City race discrimination lawyers
- Pushed out after turning 60
Where and How the MHRA Protects You
The MHRA regulates conduct in employment, housing, and public accommodations. For workers, protections apply from recruitment through termination and even post-employment references. One incident can violate both state and federal law, allowing multiple paths to relief, and speaking with a Kansas City workplace discrimination lawyer can help you decide how best to pursue those options.
Employment Protections Under the MHRA
For employers with 6 or more employees, the MHRA bars discrimination in hiring, firing, pay, promotions, benefits, and training. It also prohibits hostile work environment harassment—repeated offensive comments, unwanted physical contact, or degrading jokes tied to protected traits.
Retaliation is illegal. If you file a formal complaint, participate in an investigation, or support a coworker’s complaint, your employer cannot punish you—even if the underlying discrimination claim isn’t proven; understanding workplace retaliation and your legal protections can help you recognize and respond to these behaviors.
Employers must engage in an interactive process for reasonable accommodations related to disability or pregnancy rather than simply saying no.
Housing and Real Estate Protections
The MHRA prohibits landlords, property managers, and lenders from discriminating in renting, selling, or financing housing. This includes refusing to rent to families with children. While Punchwork Law focuses on workplace cases, housing and employment issues sometimes intersect.
Public Accommodations Protections
Public accommodations—restaurants, hotels, retail stores, theaters—cannot deny service or treat customers worse because of race, religion, sex, disability, or other protected status. For example, turning away a customer who uses a wheelchair when modifications are reasonable violates the law.
How the MHRA Differs from Federal Anti-Discrimination Laws
Many workers are protected by both state and federal law, and resources that explain employment law and your workplace rights can help you see how these protections fit together. Understanding the differences affects strategy, deadlines, and potential remedies.
Employer Size Requirements
| Law | Minimum Employees Required |
|---|---|
| Title VII | 15 |
| ADA | 15 |
| ADEA | 20 |
| MHRA | 6 |
This lower threshold means employees of small businesses with 6–14 workers have MHRA protection even when federal employment discrimination statutes don’t apply. Don’t assume you have no legal action available—consult an attorney first.
The “Motivating Factor” Standard After SB 43
Before August 2017, MHRA cases used a contributing factor standard, which was more favorable to employees. SB 43 raised the bar: now you must prove your protected trait was a motivating factor—a significant reason—for the adverse decision, not just one factor among many. This doesn’t require determinative influence, but it demands stronger evidence.
The Missouri Supreme Court has applied this standard in reviewing employment discrimination cases. This makes documentation and witness statements especially important.
Damage Caps and Available Remedies
Successful plaintiffs can recover:
- Back pay (often uncapped)
- Front pay
- Compensatory damages for emotional pain
- Punitive damages
- Attorneys fees and costs
- Compensation for medical bills in some cases
The MHRA imposes damage caps on combined non-economic and punitive damages based on employer size. Smaller employers face lower caps. Understanding these limits helps you set realistic expectations and evaluate whether to settle or pursue a lawsuit through trial or federal court.
Retaliation, Whistleblowing, and Individual Liability Under Missouri Law
The MHRA and related statutes protect employees who speak up about illegal conduct, but the rules changed significantly in 2017.
Retaliation for Reporting Discrimination
It’s illegal for employers to retaliate because you filed an MCHR or EEOC charge, participated in an investigation, or supported a coworker. Retaliation includes termination, demotion, pay cuts, reduced hours, or undesirable reassignments after a complaint.
You can pursue a retaliation claim even if the underlying discrimination isn’t proven, as long as your complaint was in good faith, and recognizing key signs of rising workplace retaliation can help you document what’s happening.
Whistleblower Protections and the WPA
The Missouri Whistleblower Protection Act (WPA), also effective August 2017, protects employees who report violations of law or refuse illegal directives, and provides safeguards when you report workplace labor law violations anonymously. It uses the same motivating factor standard and allows recovery of back pay, medical expenses, liquidated damages, and fees.
Individual Liability After SB 43
Before SB 43, plaintiffs attorneys often sued individual supervisors personally. SB 43 largely eliminated individual liability for employment discrimination, shifting focus to the employer entity. The law’s jury instructions now emphasize protecting legitimate “business judgment” decisions. However, other legal theories may still apply in limited circumstances.
How to File an MHRA Claim: Deadlines and Key Steps
Most MHRA claims require an administrative charge with the MCHR before you can file a lawsuit.
Filing with the Missouri Commission on Human Rights (MCHR)
File a Charge of Discrimination with the MCHR, including dates, names, job titles, and a description of the alleged discriminatory act. Many charges are dual-filed with the EEOC to preserve both state and federal rights, and understanding how to navigate EEOC discrimination claims can be important to protecting your options. The MCHR investigates and may attempt mediation before issuing a sue letter.
Strict Time Limits
Under the MHRA, a charge generally must be filed within 300 days of the last discriminatory or retaliatory act. This is treated as a jurisdictional requirement—miss it, and you may lose your right to sue.
The EEOC allows 300 days for federal claims in many situations. An experienced attorney can evaluate which deadlines apply to your case.
Don’t wait. Gather emails, write-ups, performance reviews, and text messages now.
Right to Sue Notice and Filing a Lawsuit
After your charge has been pending 180 days, you can request a Right to Sue notice. Once issued, you have 90 days to file in court. Strategic decisions about whether to stay in state court or proceed in federal court depend on your case facts, employer size, and goals, and experienced Kansas City employment lawyers can walk you through those choices.
How Punchwork Law Helps Missouri Workers Use the MHRA
Punchwork Law exclusively represents workers—never employers—in discrimination, harassment, retaliation, and wrongful termination cases, and our employment rights advocates focused on workplace injustices can help you evaluate potential claims. We handle claims involving race, sex, pregnancy, disability, age, and retaliation across Missouri.
Our approach is compassionate and client-focused. We walk you through every stage, from free consultation to filing MCHR charges to negotiating settlements or litigating in court.
If you believe your rights have been violated, contact Punchwork Law promptly. Deadlines matter, and understanding your options is the first step toward protecting yourself.
Frequently Asked Questions About the Missouri Human Rights Act
Does the MHRA protect me if my employer has fewer than 6 employees?
Generally, no. The MHRA doesn’t cover employers with fewer than 6 employees. However, misclassification of workers or aggregation of related business entities can change this analysis. Even if the MHRA doesn’t apply, other laws might—consult an employment lawyer before assuming you have no protection.
Can I bring an MHRA claim if I already quit my job?
Yes. If you were constructively discharged—meaning conditions were so intolerable a reasonable person would feel forced to quit—you can still file. The 300-day deadline runs from the last discriminatory act, not when you talk to a lawyer.
Do I have to file with both the EEOC and the MCHR?
Not necessarily. Many charges are dual-filed, but you typically don’t submit separate forms. Whether to dual-file depends on employer size, which laws apply, and strategic considerations about jurisdiction and remedies.
Can I be fired for filing a discrimination complaint?
Firing you for filing a complaint is illegal retaliation under the MHRA. Some employers do it anyway—which often strengthens your case by adding a separate retaliation claim.
How long do MHRA cases take?
MCHR investigations can take months. Lawsuits often take a year or more, though most cases settle before trial. Only a small percentage reach a jury. Your attorney can help you decide whether to settle or continue based on your goals.
