Los Angeles Workplace Discrimination Lawyer | California Employment Discrimination Attorney
Workplace discrimination is illegal under California’s Fair Employment and Housing Act (FEHA), which provides some of the strongest employee protections in the country. If your employer has treated you unfairly because of your race, age, gender, disability, sexual orientation, religion, pregnancy, or any other protected characteristic, you have the right to file a complaint with the California Civil Rights Department (CRD) and pursue damages. The Law Offices of Todd M. Friedman, P.C. has secured settlements of up to $750,000 in discrimination cases and represents employees throughout Los Angeles and California.
What Is Workplace Discrimination Under California Law?
Under FEHA (Government Code §12940), it is illegal for an employer to discriminate against an employee or job applicant based on any protected characteristic. Discrimination can occur at any stage of employment—hiring, promotions, compensation, job assignments, discipline, or termination. California’s FEHA covers employers with five or more employees, which is significantly broader than federal Title VII’s threshold of 15 employees.
FEHA protects more categories than federal law, including race, color, national origin, ancestry, religion, sex, gender, gender identity, gender expression, sexual orientation, marital status, age (40 and older), mental and physical disability, medical condition, genetic information, military and veteran status, and reproductive health decision-making. This means California employees have legal recourse in situations where federal law may not apply.
What Are the Most Common Types of Workplace Discrimination in California?
Age Discrimination: Under both FEHA and the federal Age Discrimination in Employment Act (ADEA), employers cannot make employment decisions based on an employee’s age if they are 40 or older. This includes hiring, firing, promotions, layoffs, compensation, and job assignments. California courts have found that comments like “we need fresh blood” or “you’re overqualified” can serve as evidence of age bias.
Disability Discrimination: California employers must provide reasonable accommodations to employees with physical or mental disabilities, and must engage in a timely, good-faith interactive process to identify effective accommodations under Government Code §12940(n). Failing to accommodate, refusing to engage in the interactive process, or terminating an employee because of their disability are all violations of FEHA.
Race and National Origin Discrimination: Treating an employee differently because of their race, ethnicity, skin color, or national origin violates FEHA. This includes discriminatory hiring practices, racial harassment, pay disparities, and retaliatory actions against employees who report racial discrimination.
Gender and Pregnancy Discrimination: California law prohibits discrimination based on sex, gender, gender identity, and gender expression. The California Fair Pay Act (Labor Code §1197.5) requires equal pay for substantially similar work. Pregnancy discrimination is also prohibited—employers must provide reasonable accommodations for pregnancy-related conditions and cannot terminate or demote an employee because of pregnancy, childbirth, or related medical conditions.
Sexual Orientation and Gender Identity Discrimination: FEHA explicitly protects employees from discrimination based on sexual orientation, gender identity, and gender expression. California was among the first states to enact these protections, and employers who engage in bias based on these characteristics face significant liability.
Religious Discrimination: Employers must reasonably accommodate an employee’s religious beliefs and practices unless doing so would create an undue hardship. This includes accommodations for religious dress, grooming, and observance of religious holidays.
How Do You Prove Workplace Discrimination in California?
Proving discrimination typically requires showing that you belong to a protected class, that you were qualified for your position or the opportunity at issue, that you suffered an adverse employment action, and that the circumstances suggest discriminatory motivation. Evidence that supports a discrimination claim includes:
Direct evidence — discriminatory statements by supervisors or decision-makers, such as comments about your age, race, gender, or disability in connection with employment decisions.
Comparative evidence — showing that employees outside your protected class were treated more favorably under similar circumstances. For example, younger employees receiving promotions over equally or more qualified older employees.
Pattern evidence — a history of the employer discriminating against members of your protected class, such as consistently passing over women for leadership roles or disproportionately disciplining employees of a particular race.
Timing evidence — adverse actions taken shortly after an employer learns of your protected characteristic (such as a disability diagnosis or pregnancy announcement) can support an inference of discrimination.
Pretext evidence — showing that the employer’s stated reason for the adverse action was false or inconsistent, suggesting the real motivation was discriminatory.
What Damages Can You Recover in a California Discrimination Case?
California discrimination victims may recover lost wages and benefits (both past and future), emotional distress damages for anxiety, humiliation, and psychological harm, and punitive damages when the employer’s conduct was malicious, oppressive, or fraudulent. FEHA also allows recovery of attorney’s fees and litigation costs.
Unlike federal Title VII, California’s FEHA imposes no cap on compensatory or punitive damages. This means that significant verdicts and settlements are possible based on the actual harm suffered. The Law Offices of Todd M. Friedman, P.C. has recovered up to $750,000 in workplace discrimination cases, and the firm fights to maximize every client’s recovery.
What Are the Filing Deadlines for a Discrimination Claim in California?
Under current California law, you must file a complaint with the California Civil Rights Department (CRD) within three years of the discriminatory act. This is substantially longer than the federal EEOC deadline of 300 days. After receiving a right-to-sue notice from the CRD, you have one year to file a lawsuit in court.
Do not wait to act. Evidence deteriorates over time—witnesses leave the company, emails are deleted, and employers revise records. The sooner you consult with an attorney, the stronger your case will be.
Can Your Employer Retaliate Against You for Reporting Discrimination?
No. California Government Code §12940(h) prohibits employers from retaliating against employees who report discrimination, file CRD complaints, participate in investigations, or oppose discriminatory practices. Retaliation includes termination, demotion, pay cuts, unfavorable transfers, negative performance reviews, or any other adverse action taken because you asserted your rights.
If your employer retaliates, you may have a separate retaliation claim with its own damages. Retaliation claims are often stronger than the underlying discrimination claim because the employer’s retaliatory conduct frequently leaves a clear paper trail.
Why Choose the Law Offices of Todd M. Friedman for Your Discrimination Case?
Todd M. Friedman has spent over 20 years representing employees in discrimination cases throughout Los Angeles and California. His firm has handled over 5,000 cases, securing results including a $750,000 settlement in a pregnancy discrimination matter. Todd has been recognized as a Super Lawyer from 2016 through 2025, holds an AV Preeminent rating from Martindale-Hubbell, maintains a 4.8 rating on Avvo, and the firm holds an A+ rating with the Better Business Bureau.
The firm handles workplace discrimination cases on a contingency fee basis—you pay nothing unless we recover compensation for you. Every consultation is free and confidential.
What Our Clients Say
“Todd and his team went above and beyond for my case. They were responsive, professional, and genuinely cared about getting the best outcome. I would highly recommend them to anyone dealing with an employment issue.”
— Jeremiah Maniquiz, Google Review (5 stars)
“Todd Friedman and his staff are incredible. From the initial consultation to the resolution of my case, they kept me informed and fought hard for me. I couldn’t have asked for better representation.”
— Toni Hull, Google Review (5 stars)
Schedule a Free Consultation with a Los Angeles Discrimination Attorney
If you have experienced workplace discrimination in Los Angeles or anywhere in California, you have legal options. Contact the Law Offices of Todd M. Friedman, P.C. today for a free, confidential consultation. Call (877) 619-8966 or fill out our online contact form. We will evaluate your case, explain your rights under California law, and fight to hold your employer accountable.
