Cal. Civ. Code § 213.070
Additional unlawful discriminatory practices
Operative Text
1. It shall be an unlawful discriminatory practice for an employer, employment agency, labor organization, or place of public accommodation: (1) To aid, abet, incite, compel, or coerce the commission of acts prohibited under this chapter or to attempt to do so; (2) To retaliate or discriminate in any manner against any other person because such person has opposed any practice prohibited by this chapter or because such person has filed a complaint, testified, assisted, or participated in any manner in any investigation, proceeding or hearing conducted pursuant to this chapter; (3) For the state or any political subdivision of this state to discriminate on the basis of race, color, religion, national origin, sex, ancestry, age, as it relates to employment, disability, or familial status as it relates to housing; or (4) To discriminate in any manner against any other person because of such person's association with any person protected by this chapter. 2. This chapter, in addition to chapter 285 and chapter 287, shall provide the exclusive remedy for any and all claims for injury or damages arising out of an employment relationship.
Missouri Revised Statutes § 213.070 expands the scope of unlawful discrimination beyond direct acts by prohibiting a range of secondary conduct. Employers, employment agencies, labor organizations, and places of public accommodation are barred from helping others discriminate, retaliating against anyone who opposes or reports discrimination, discriminating based on protected characteristics (including race, sex, disability, and familial status), and targeting someone simply because of their association with a protected person. The provision also establishes that Missouri's civil rights statutes, together with chapters 285 and 287, form the exclusive legal remedy for employment-relationship injury claims.
Plain English — not legal advice.
Under § 213.070, property owners and managers who operate places of public accommodation must ensure that their policies do not penalize tenants or applicants for reporting discrimination, assisting in investigations, or associating with members of a protected class. Compliant operators typically document fair-housing complaints neutrally, avoid any adverse action tied to a resident's protected associations, and train staff to recognize that retaliation itself constitutes a separate unlawful act. Because familial status is explicitly listed among the protected bases in this provision, housing operators generally review screening and occupancy standards to confirm they do not disadvantage families with children.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Section 213.070 gives tenants and housing applicants protection not only against direct discrimination but also against retaliation if they speak up about, report, or participate in proceedings related to discriminatory practices. If a landlord takes adverse action—such as issuing a notice to vacate or refusing to renew a lease—after a tenant has filed a complaint or assisted in an investigation, that conduct may itself constitute a separate violation under this provision. Tenants who believe they have experienced retaliation or association-based discrimination can file a complaint with the Missouri Commission on Human Rights, raise the violation as a defense in any related proceeding, or consult a tenant-rights organization for guidance on available options.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated October 14, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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