Abramson Labor Group represents Santa Clarita employees in wrongful termination, unpaid wages and overtime, discrimination, harassment, and retaliation, on contingency, so you pay nothing unless we win. Santa Clarita is part of Los Angeles County, and the LA County Superior Court system hears its cases. The valley’s economy runs on film and television production, aerospace and medical devices, healthcare, and a large seasonal theme-park workforce, and each of those workplaces produces its own kind of claim.

Why Santa Clarita Employees Choose Abramson Labor Group

  • We take cases for workers, not companies. Every strategy we build serves the employee.
  • More than 1,900 Google reviewers give us an average of 4.5 stars (as of September 2026).
  • Our case results include $1.7 million in a wrongful termination case and $1.5 million in a sexual harassment case.
  • Founding partner Zev Abramson holds recognitions that include Top 100 Jury Verdicts of California (2020) and Top 100 U.S. Labor and Employment (2024).
  • Spanish-speaking clients can work with us from intake to resolution, and we also assess cases in Armenian.
  • Familiar with the valley’s mix of employers, from production sets and medical-device plants to the theme-park and hospitality workforce.

Employment Law in Santa Clarita: What Local Workers Should Know

The Santa Clarita Valley has a distinctive job market: a major film and TV production hub, a cluster of aerospace and medical-device manufacturers, and one of the largest seasonal employers in Los Angeles County. The claims we see track those industries.

Wage law fully covers film and TV production work

Production crews, from assistants and grips to drivers and craft services, have the same protections as any other worker: overtime after 8 hours in a day, meal and rest breaks, and accurate, timely pay. Production days routinely run past 12 hours, turnaround between shoots shrinks, and meal breaks slip or disappear. Employers owe non-exempt production workers overtime at 1.5 times their rate after 8 hours and double time after 12, plus a premium hour of pay for each missed or late meal or rest break under Labor Code section 226.7.

Seasonal and theme-park workers have full rights

The valley’s largest private employer is a theme park with a big seasonal and part-time workforce. Seasonal status does not reduce your rights. Minimum wage, overtime, meal and rest breaks, and protection from discrimination, harassment, and retaliation all apply the same as for full-time staff. If your employer denied breaks on busy park days, or overtime went unpaid during extended summer hours, you have the same claims as anyone else.

“Exempt” does not always mean no overtime

Aerospace, medical-device, engineering, and corporate employers here sometimes classify workers as exempt to avoid paying overtime. To be legally exempt in California, you must earn at least twice the state minimum wage on a salary basis, which is $70,304 per year in 2026, and spend more than half your time on genuinely executive, administrative, or professional duties (California Department of Industrial Relations). If your real work is operational, technical, or production-oriented regardless of your title, your employer may have misclassified you and may owe you years of unpaid overtime.

The law protects you when you report a problem

The valley’s medical-device, aerospace, and healthcare employers produce whistleblower claims: regulatory noncompliance, product or patient safety, and government-contract issues. Labor Code section 1102.5 protects employees who report what they reasonably believe is a violation of law, to a supervisor or a government agency (Labor Code section 1102.5). Separately, it is unlawful to retaliate against you for filing a wage complaint (Labor Code section 98.6) or a workers’ compensation claim (Labor Code section 132a).

Questions about your job or paycheck? Get a free, confidential case review.

What to Look For in a Santa Clarita Employment Lawyer

  • Loyalty to employees. Ask whether the firm ever represents employers. If it does, its incentives differ from yours.
  • A track record in your claim type. Production wage claims, exempt misclassification, and discrimination are different areas of practice. Ask about documented results in yours.
  • Industry familiarity. A lawyer who understands how studios and parks structure production and seasonal work can spot violations built into the schedule.
  • No upfront cost. Under a contingency fee, the firm earns a fee only if you recover money.

Which Court Hears Santa Clarita Employment Cases

Santa Clarita is in Los Angeles County, so workers file employment lawsuits with the Superior Court of California, County of Los Angeles. You will not need to go to the courthouse to begin. Our team files the case, and most matters end without a court appearance by you.

Employment Cases We Handle for Santa Clarita Workers

Serving Santa Clarita and Nearby Communities

We represent employees across the Santa Clarita Valley, including Valencia, Newhall, Saugus, and Canyon Country, and in nearby Burbank. Outside the area? Our statewide employment practice covers the rest of California.

Frequently Asked Questions

I work in film production and regularly work 14-hour days. Am I owed overtime?

If you are a non-exempt employee, yes. California requires 1.5 times your rate after 8 hours in a day and double time after 12 hours, plus a premium hour of pay for each missed or late meal or rest break (Labor Code section 226.7). Employers owe many production workers overtime and break premiums that never show up in their pay.

I am a seasonal worker at a theme park. Do I have the same rights as full-time employees?

Yes. California wage and hour laws, anti-discrimination protections under the Fair Employment and Housing Act, and anti-retaliation rules apply equally to seasonal, part-time, and temporary workers. Seasonal status does not reduce your rights.

Can I file a claim if I am still employed?

Yes. California law protects you from retaliation for asserting your rights, including filing a wage complaint (Labor Code section 98.6). Many of our clients contact us while still employed.

How much does a Santa Clarita employment lawyer cost?

Our fee comes only from a win. We handle cases on contingency, so you do not pay anything unless we win. The case evaluation is free, and you will not pay for legal counsel or court fees out of pocket. If there is no recovery, you owe no attorney fees.

Request a Free Santa Clarita Employment Law Case Review

A short call can tell you whether you have a claim and what it may be worth. Reach us at (213) 493-6300 or request a free case review. It is free and confidential, with no obligation. You do not pay ANYTHING unless we win!

Last updated: September 2026. This page is for general information and is not legal advice. For advice about your situation, speak with a licensed California employment attorney.