Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 | GSA
Source: https://www.gsa.gov/reference/civil-rights-programs/the-no-fear-act
Archived: 2026-04-23 17:12
Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 | GSA
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Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002
Equal Employment Opportunity No FEAR Act posting
The purpose of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act),
Public Law 107-174
, is to reduce the incidence of workplace discrimination within the federal government by holding federal agencies accountable for violations of federal antidiscrimination and whistleblower protection laws. The No FEAR Act requires a Federal agency to:
Notify employees and applicants for employment about their rights under the Federal antidiscrimination and whistleblower laws.
Provide training to its employees, including managers, on the rights and remedies available under antidiscrimination and whistleblower laws.
Post quarterly on its public website summary statistical data about equal employment opportunity (EEO) complaints filed with the agency.
In addition, Section 203 of the No FEAR Act requires each agency to submit to Congress, the U.S. Equal Employment Opportunity Commission (EEOC), the U.S. Department of Justice, and the U.S. Office of Personnel Management, an annual report that includes the following:
The number, status, and disposition of discrimination and whistleblower cases (including Federal court cases) filed against the agency.
Judgment fund reimbursements and any agency budget adjustments to meet reimbursement requirements.
The number and type of disciplinary actions related to discrimination, retaliation, harassment, or other prohibited personnel practices and the agency disciplinary policy.
Year-end summary EEO complaint data.
An analysis of trends, causation, and practical knowledge gained through experience, and any actions planned or taken to improve agency complaint or civil rights programs.
For further information about the No FEAR Act data, or the Federal sector EEO complaints process, or to file an EEO complaint, please call the Office of Civil Rights at
202-501-0767
If the format of any material on this page interferes with your ability to access the information, please contact us at
eeo@gsa.gov
or
202-501-0767
.
Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020
Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 [PDF - 169 KB]
EEO data posted pursuant to Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020
Cummings Act Report Findings of Discrimination FY2026 2nd quarter [PDF - 89 KB]
No FEAR Act Data
FY26 (1QTR) No FEAR Act data tables [PDF - 977 KB]
FY25 No FEAR Act data tables [PDF - 1 MB]
The No FEAR Act Authorities
The No FEAR Act - Public Law
The No FEAR Act - Rules & Regulations Implementing Title II Judgment Fund Reimbursement Provisions, Notification and Training, Posting Requirements, and Reporting and Best Practices
GSA No FEAR Act Notice Posted December 20, 2006 in the Federal Register (Rights of Current & Former GSA Employees)
Frequently asked questions
EEOC’s frequently asked questions about the No FEAR Act
Print Page
Email Page
Last updated: Apr 1, 2026
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1
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Rates for foreign countries are set by the
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2
Choose a date
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OR
Travel start date (mm/dd/yyyy)
Travel end date (mm/dd/yyyy)
Rates are available between 10/1/2023 and 09/30/2026.
The End Date of your trip can not occur before the Start Date.
Additional terms and conditions
Traveler reimbursement is based on the location of the work activities and not the accommodations,
unless lodging is not available at the work activity, then the agency may authorize the rate where
lodging is obtained.
Unless otherwise specified, the per diem locality is defined as
"all locations within, or entirely
surrounded by, the corporate limits of the key city, including independent entities located within
those boundaries."
Per diem localities with county definitions shall include
"all locations within, or entirely
surrounded by, the corporate limits of the key city as well as the boundaries of the listed counties,
including independent entities located within the boundaries of the key city and the listed counties
(unless otherwise listed separately)."
When a military installation or Government - related facility(whether or not specifically named) is
located partially within more than one city or county boundary, the applicable per diem rate for the
entire installation or facility is the higher of the rates which apply to the cities and / or counties,
even though part(s) of such activities may be located outside the defined per diem locality.
Skip to main content
Countdown to America's 250th Anniversary:
close
Official websites use .gov
A
.gov
website belongs to an official government organization in the United States.
Secure .gov websites use HTTPS
A
lock
(
)
or
https://
means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites.
Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002
Equal Employment Opportunity No FEAR Act posting
The purpose of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act),
Public Law 107-174
, is to reduce the incidence of workplace discrimination within the federal government by holding federal agencies accountable for violations of federal antidiscrimination and whistleblower protection laws. The No FEAR Act requires a Federal agency to:
Notify employees and applicants for employment about their rights under the Federal antidiscrimination and whistleblower laws.
Provide training to its employees, including managers, on the rights and remedies available under antidiscrimination and whistleblower laws.
Post quarterly on its public website summary statistical data about equal employment opportunity (EEO) complaints filed with the agency.
In addition, Section 203 of the No FEAR Act requires each agency to submit to Congress, the U.S. Equal Employment Opportunity Commission (EEOC), the U.S. Department of Justice, and the U.S. Office of Personnel Management, an annual report that includes the following:
The number, status, and disposition of discrimination and whistleblower cases (including Federal court cases) filed against the agency.
Judgment fund reimbursements and any agency budget adjustments to meet reimbursement requirements.
The number and type of disciplinary actions related to discrimination, retaliation, harassment, or other prohibited personnel practices and the agency disciplinary policy.
Year-end summary EEO complaint data.
An analysis of trends, causation, and practical knowledge gained through experience, and any actions planned or taken to improve agency complaint or civil rights programs.
For further information about the No FEAR Act data, or the Federal sector EEO complaints process, or to file an EEO complaint, please call the Office of Civil Rights at
202-501-0767
If the format of any material on this page interferes with your ability to access the information, please contact us at
eeo@gsa.gov
or
202-501-0767
.
Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020
Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 [PDF - 169 KB]
EEO data posted pursuant to Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020
Cummings Act Report Findings of Discrimination FY2026 2nd quarter [PDF - 89 KB]
No FEAR Act Data
FY26 (1QTR) No FEAR Act data tables [PDF - 977 KB]
FY25 No FEAR Act data tables [PDF - 1 MB]
The No FEAR Act Authorities
The No FEAR Act - Public Law
The No FEAR Act - Rules & Regulations Implementing Title II Judgment Fund Reimbursement Provisions, Notification and Training, Posting Requirements, and Reporting and Best Practices
GSA No FEAR Act Notice Posted December 20, 2006 in the Federal Register (Rights of Current & Former GSA Employees)
Frequently asked questions
EEOC’s frequently asked questions about the No FEAR Act
Print Page
Email Page
Last updated: Apr 1, 2026
Top
1
Choose a location
Error, The Per Diem API is not responding. Please try again later.
No results could be found for the location you've entered.
Get my location
OR
State
City (optional)
OR
ZIP
Rates for Alaska, Hawaii, and U.S. territories and possessions are set by the
Department of Defense.
Rates for foreign countries are set by the
Department of State.
2
Choose a date
Select fiscal year
OR
Travel start date (mm/dd/yyyy)
Travel end date (mm/dd/yyyy)
Rates are available between 10/1/2023 and 09/30/2026.
The End Date of your trip can not occur before the Start Date.
Additional terms and conditions
Traveler reimbursement is based on the location of the work activities and not the accommodations,
unless lodging is not available at the work activity, then the agency may authorize the rate where
lodging is obtained.
Unless otherwise specified, the per diem locality is defined as
"all locations within, or entirely
surrounded by, the corporate limits of the key city, including independent entities located within
those boundaries."
Per diem localities with county definitions shall include
"all locations within, or entirely
surrounded by, the corporate limits of the key city as well as the boundaries of the listed counties,
including independent entities located within the boundaries of the key city and the listed counties
(unless otherwise listed separately)."
When a military installation or Government - related facility(whether or not specifically named) is
located partially within more than one city or county boundary, the applicable per diem rate for the
entire installation or facility is the higher of the rates which apply to the cities and / or counties,
even though part(s) of such activities may be located outside the defined per diem locality.