Forced Arbitration

Many people don’t realize that signing certain agreements can strip away their right to take discrimination claims to court. Ride-share companies like Uber and Lyft often include clauses in their terms of service requiring disputes—including discrimination cases—to go through arbitration instead. This piece breaks down how federal and state laws collide on this issue, especially since the 2021 Ending Forced Arbitration Act (EFAA) changed the game for some workers. We’ll look at what these laws mean for employees and employers, when arbitration can be enforced, and how recent updates affect legal strategies.

Can Employers Force Arbitration for Discrimination Claims?

For decades, the Federal Arbitration Act (FAA) set the rules for handling workplace disputes. Under this law, courts typically enforce arbitration agreements unless there’s a clear exception. But in 2018, New York tried to shift the balance. The state passed a law blocking employers from forcing employees into arbitration for discrimination claims, aiming to protect workers’ access to public courts.

The problem? Federal law often overrides state efforts. If a job involves interstate commerce—think companies operating across state lines or handling goods nationally—the FAA usually wins. This created confusion. Even with New York’s protections, many workers found their discrimination claims funneled into arbitration because their jobs touched on interstate activities. Courts have consistently backed the FAA’s broad reach, leaving state laws like New York’s with limited power.

How the 2021 Ending Forced Arbitration Act Changed the Rules

Congress took a stand in 2021 with the EFAA, targeting one specific area: sexual misconduct. The law prohibits employers from forcing sexual assault or harassment claims into arbitration. Now, employees with these claims can choose to go to court, even if they signed an arbitration agreement. This shift empowers survivors to pursue their cases publicly, a significant win for workplace rights advocates.

But the EFAA isn’t a blanket solution. It doesn’t cover race, age, disability, or religious discrimination claims. If you’re challenging unfair treatment based on these factors, your employer might still push for arbitration under the FAA. Timing also matters—claims arising before March 2021 aren’t protected by the EFAA, meaning older cases could still end up in arbitration.

What This Means for Workers and Employers Today

The legal tug-of-war between state and federal rules creates uncertainty. Take a New York employee with a disability discrimination claim in 2025: their employer could argue the FAA applies due to interstate commerce, forcing arbitration despite state laws. These situations require careful analysis of the job’s scope, employer operations, and the discrimination alleged.

Employment contracts play a huge role here. Many workers sign arbitration clauses without grasping the consequences—like losing the chance to argue their case before a jury. Courts usually uphold these agreements, assuming both parties knowingly consented. That’s why scrutinizing contracts before signing matters. A quick review by a lawyer can clarify whether you’re giving up critical rights.

Employers aren’t off the hook either. Laws vary by state, and federal updates like the EFAA mean policies need regular refreshes. A clause that worked in 2020 might now be unenforceable for certain claims. Companies operating in multiple states face even more complexity, juggling conflicting regulations. Staying ahead requires proactive legal counsel and clear communication with employees about their rights.

Key Takeaways for Navigating Arbitration Disputes

• Know the Exceptions: Sexual assault and harassment claims filed after March 2021 generally can’t be forced into arbitration. Other discrimination types? It depends.
• State vs. Federal Clashes: Even worker-friendly states struggle to override federal arbitration rules when interstate commerce is involved.
• Contract Vigilance: Never sign an employment agreement without understanding the arbitration terms. Once signed, backing out is tough.
• Legal Guidance Is Critical: Whether you’re an employee assessing options or an employer updating policies, expert advice helps avoid missteps.

The bottom line? Arbitration remains a minefield for discrimination cases. While the EFAA carved out vital protections, gaps persist. Workers must stay informed about their rights, and employers need to balance efficiency with fairness. As courts continue to interpret these laws, one thing’s clear: the fight over workplace justice is far from settled. Contact the Law Office of Jason Tenenbaum, P.C. to help navigate these complex issues.

Disclaimer: This article provides general information and does not constitute legal advice. Consult an attorney for guidance on your specific situation.

For more information on forced arbitration, check out the video below: