A Los Angeles discrimination lawyer at Abramson Labor Group represents employees who were fired, demoted, passed over or paid less because of race, sex, age, disability, religion or another protected trait. California’s Fair Employment and Housing Act (FEHA) protects 18 characteristics at employers with five or more workers (Gov. Code 12940(a), 12926(d)). Employees generally have three years to file with the Civil Rights Department (Gov. Code 12960(e)(5)). We work on contingency, and the case review is free.
Key Takeaways
- FEHA makes it illegal to refuse to hire, fire, or treat an employee differently in pay or job terms because of a protected characteristic (Gov. Code 12940(a)).
- The discrimination rules cover employers with five or more employees. The harassment rules reach employers with even one (Gov. Code 12926(d), 12940(j)(4)(A)).
- You generally have three years to file with the California Civil Rights Department (CRD). After you receive a right-to-sue notice, you have one year to file in court (Gov. Code 12960(e)(5), 12965(c)(1)(D)).
- Unfair treatment alone is not illegal. Your protected characteristic must be a substantial motivating reason for the decision (CACI No. 2500).
- Reporting discrimination is protected. Punishing you for it is a separate violation called retaliation (Gov. Code 12940(h)).
Why Los Angeles Employees Choose Abramson Labor Group
Abramson Labor Group is an employment law firm that represents workers, not employers. As Los Angeles employment discrimination lawyers, we take cases from across Los Angeles County, and the firm’s record is public: reviews, published results and a founding partner you can look up.
- Reviews: 4.5 stars across more than 2,000 Google reviews (as of November 2026).
- Results: documented outcomes include $500K and $270K for pregnancy discrimination clients, $1.7M for a wrongful termination client and $1.5M for a sexual harassment client. See our case results. Past results do not guarantee a similar outcome.
- Leadership: founding partner Zev Abramson started the firm in 2015. He earned his J.D. at Loyola Law School and belongs to the California Employment Lawyers Association and the Consumer Attorneys Association of Los Angeles.
- Language access: consultations in English and Spanish, with intake in Armenian.
- Cost: contingency fees. You pay no attorney fees unless we recover money for you.
What Counts as Employment Discrimination in California?
Employment discrimination is a job decision made because of a protected characteristic. Under Gov. Code 12940(a), an employer may not refuse to hire you, fire you, or discriminate in your pay or the terms, conditions or privileges of your job because of any of the 18 characteristics below. The decision can be a refusal to hire, a firing, a demotion, a lost promotion, a pay cut or a worse schedule. Job applicants are protected too, not only current employees.
| Group (for reading) | Protected characteristics listed in Gov. Code 12940(a) |
|---|---|
| Race and origin | Race, color, national origin, ancestry |
| Religion | Religious creed |
| Sex and gender | Sex, gender, gender identity, gender expression, sexual orientation |
| Health | Physical disability, mental disability, medical condition, genetic information, reproductive health decisionmaking |
| Age | Age |
| Family and service | Marital status, veteran or military status |
Two details often surprise people. FEHA protects you if your employer wrongly believes you have a protected characteristic, or treats you worse because of someone you are associated with, such as a disabled child or a spouse of another race (Gov. Code 12926(o)). And “race” includes traits associated with race, such as hair texture and protective hairstyles like braids, locs and twists (Gov. Code 12926(w), (x)). Employers must also take all reasonable steps to prevent discrimination before it happens (Gov. Code 12940(k)).
Which Type of Discrimination Fits Your Situation?
Each type has its own rules and proof. These pages go deeper:
- Older workers pushed out or replaced: our Los Angeles age discrimination lawyer page.
- Treated differently after announcing a pregnancy: how to prove pregnancy discrimination.
- Fired or sidelined after a diagnosis or an accommodation request: how to prove disability discrimination.
- Different rules for workers of your race: signs of racial discrimination at work.
- Paid or promoted less because of sex or gender: gender discrimination.
- Denied a schedule change for worship or punished for religious dress: religious discrimination.
- Unwanted sexual conduct from a boss or coworker: our Los Angeles sexual harassment lawyer page.
How Is Discrimination Different From Harassment?
Discrimination is a job decision, such as a firing, a demotion or a pay cut. Harassment is conduct, such as slurs, jokes or unwanted advances, that makes the workplace hostile. FEHA treats them as separate violations with separate rules. Harassment rules even cover employers with a single employee (Gov. Code 12940(j)(4)(A)). Many cases involve both.
Is It Discrimination or Just a Bad Boss?
A harsh or unfair boss does not break FEHA by being unfair. The law asks why the decision happened. In a California jury trial, the employee must show the protected characteristic was a “substantial motivating reason” for the firing, demotion or other action (CACI No. 2500). The California Supreme Court adopted that standard in Harris v. City of Santa Monica (2013) 56 Cal.4th 203.
These signs can point toward discrimination:
- Coworkers outside your group broke the same rule and kept their jobs.
- A manager commented on your age, accent, pregnancy, religion or health.
- Your reviews were good until you disclosed a diagnosis, a pregnancy or a need for leave.
- The reason for the decision changed each time someone explained it.
- Someone younger, or outside your group, took your job.
Harris also limits recovery in one situation. If the employer proves it would have made the same decision anyway, the court may not award damages, back pay or reinstatement. You may still get an order to stop the practice, plus attorney fees. That is why early evidence about the real reason matters so much.
What Does Discrimination Look Like in Los Angeles Workplaces?
Los Angeles County runs on industries with their own hiring habits, and discrimination tends to follow them. The law is the same statewide, and our California discrimination lawyer page covers cases outside Los Angeles. The facts change by workplace.
- Entertainment and production (Burbank, Hollywood, Culver City): work is often project by project. Who gets called back for the next show can hide age or sex bias.
- Hospitals and clinics: shift work and physical duties raise disability and pregnancy accommodation disputes.
- Hotels and restaurants: section and shift assignments decide tips, and English-only rules can turn into national origin claims.
- Warehouses and logistics near the ports: lifting rules and light duty decisions can fall harder on pregnant or disabled workers.
- Offices and tech on the Westside and downtown: pay bands and promotion decisions can show gender or race gaps.
- Public employers: city, county and school district jobs can carry extra notice steps for some claims, so get advice early.
How Do You Prove Discrimination in California?
Few employers admit bias, so these cases usually rest on circumstantial evidence. California courts use a three-step test for these cases, described in Harris. First, the employee shows the basic facts of a discrimination claim. Next, the employer gives a non-discriminatory reason. Finally, the employee shows that reason is a pretext, meaning a cover story.
| Evidence | Why it matters |
|---|---|
| How coworkers outside your group were treated | Shows whether the rule was applied to you differently |
| Comments, emails and texts | Can show bias by the person who made the decision |
| Timing | A firing soon after you disclosed a pregnancy or diagnosis can suggest the real reason |
| Performance reviews | Good reviews before the decision undercut a “poor performance” story |
| Who replaced you | A replacement outside your group can support the claim |
| Changing explanations | Shifting reasons are a classic sign of pretext |
| Witnesses | Coworkers who heard comments or saw the different treatment |
What Should You Save Now?
- Write down dates, what was said and who was present while your memory is fresh.
- Keep your own pay stubs, offer letter, reviews and termination letter.
- Save personal texts and emails about the problem.
- List coworkers who saw what happened.
- Ask a lawyer before you copy company files, since some documents may be confidential.
Can Your Employer Retaliate for Reporting Discrimination?
No. Gov. Code 12940(h) makes it illegal to fire or otherwise discriminate against a person because they “opposed any practices forbidden” by FEHA, or because they filed a complaint, testified or assisted in a proceeding. Asking for a disability or religious accommodation is also protected, whether or not the request was granted (Gov. Code 12940(m)(2), (l)(4)). Read more about workplace retaliation and what counts as retaliation under California law.
What Can You Recover in a Discrimination Case?
A FEHA claim can recover lost pay and benefits, compensation for emotional distress and, in some cases, punitive damages and attorney fees. No honest lawyer can give an average value for a Los Angeles case. The amount depends on how much pay you lost, how long you were out of work, the strength of the evidence and how the employer acted.
| Type of recovery | What it covers |
|---|---|
| Lost wages and benefits | Pay, bonuses and benefits you lost because of the decision |
| Emotional distress | Anxiety, humiliation and other harm the discrimination caused |
| Punitive damages | Available only with clear and convincing proof of oppression, fraud or malice (Civ. Code 3294) |
| Attorney fees and costs | A court may award fees to the employee who wins (Gov. Code 12965(c)(6)) |
California Law vs. Federal Law: Which Protects You?
California’s FEHA usually gives Los Angeles employees more protection than the main federal law, Title VII of the Civil Rights Act. FEHA reaches smaller employers and gives far more time to file. Some workers can use both, and a lawyer can decide which path fits the facts.
| Rule | California (FEHA) | Federal (Title VII) |
|---|---|---|
| Employer size | Five or more employees; harassment rules cover one or more (Gov. Code 12926(d), 12940(j)(4)(A)) | 15 or more employees for each working day in 20 or more weeks of the current or prior year (42 U.S.C. 2000e(b)) |
| Agency | California Civil Rights Department (CRD) | Equal Employment Opportunity Commission (EEOC) |
| Time to file with the agency | Three years (Gov. Code 12960(e)(5)) | 180 days, or 300 days if you first filed with a state or local agency (42 U.S.C. 2000e-5(e)(1)) |
How Long Do You Have to File a Discrimination Claim in California?
For FEHA discrimination, you generally have three years from the discriminatory act to file a complaint with the CRD (Gov. Code 12960(e)(5)). Filing the CRD intake form counts as filing (Gov. Code 12960(b)). After the CRD issues a right-to-sue notice, you have one year from the date of that notice to file in court (Gov. Code 12965(c)(1)(D)). Evidence and witnesses also fade long before these limits run out, so the safer move is to get advice soon.
How Does a Los Angeles Discrimination Case Move Forward?
- Free case review. A member of our team learns what happened and which documents you have.
- CRD complaint and right-to-sue notice. FEHA claims go through the CRD first. Your lawyer can request the right-to-sue notice so the case can move to court.
- Lawsuit. FEHA lets you sue in any county where the discrimination is alleged to have happened, where the relevant records are kept, or where you would have worked (Gov. Code 12965(c)(3)). For a Los Angeles job, that usually means Los Angeles County Superior Court.
- Evidence exchange, mediation and settlement or trial. Both sides gather documents and testimony. Cases can settle at mediation, and some go to a jury.
What Should You Look For in a Los Angeles Discrimination Attorney?
The best Los Angeles discrimination lawyer for your case is one who represents employees, knows FEHA and the CRD process, and can show real results. Ask these questions before you sign:
- Does the firm represent only employees, or employers too?
- Has the firm handled your type of claim, such as age, pregnancy or disability?
- Can the firm point to published results and verified reviews?
- Will the case be prepared for trial if the employer will not settle?
- Is the fee contingency-based, and is it explained in writing?
- Who will be your point of contact, and in what language?
Discrimination Claims Across Los Angeles County
We represent workers from downtown Los Angeles, Hollywood, the San Fernando Valley, the Westside, South LA and the San Gabriel Valley. Our office is in Burbank, close to Glendale and the studios. For other workplace problems, see our Los Angeles employment lawyers page, or our California employment lawyers page if you worked elsewhere in the state.
Frequently Asked Questions
Can you sue someone for discrimination in California?
Yes. Under FEHA, you first file a complaint with the CRD and receive a right-to-sue notice. You then have one year from that notice to file a lawsuit (Gov. Code 12965(c)(1)(D)). The claim is usually against the employer.
What are examples of workplace discrimination?
Common examples include refusing to hire a qualified applicant because of age, paying a woman less than a man for the same role, passing over a worker of one race for promotion, firing an employee soon after a pregnancy announcement, and ignoring a disabled worker’s request for accommodation. Each is covered by Gov. Code 12940(a) or 12940(m).
How much is a discrimination case worth in California?
There is no standard value. Lost pay, the length of time out of work, emotional distress and the strength of the evidence drive the number. Punitive damages are possible only with clear and convincing proof of oppression, fraud or malice (Civ. Code 3294). Our published results show real outcomes, which do not predict yours.
What are the odds of winning a discrimination case?
No reliable public statistic answers this for Los Angeles cases. Your odds depend on evidence: comparisons with coworkers, written comments, timing and whether the employer’s reason holds up. A lawyer can tell you after reviewing the documents.
How do I file a discrimination complaint in California?
You file an intake form with the CRD, which counts as filing (Gov. Code 12960(b)). The deadline is generally three years from the discriminatory act (Gov. Code 12960(e)(5)). A lawyer can file for you and request the right-to-sue notice so the case can go to court.
Does FEHA apply to small employers?
FEHA’s discrimination rules apply to employers that regularly employ five or more people (Gov. Code 12926(d)). The harassment rules apply to employers with one or more (Gov. Code 12940(j)(4)(A)).
Can I bring a claim if I still work there?
Yes. FEHA covers pay and the terms, conditions and privileges of a job, not only firing (Gov. Code 12940(a)). A demotion, a pay cut or a lost promotion can be enough.
What if I quit because the discrimination became unbearable?
You may still have a claim. California’s jury instruction on discrimination lists constructive discharge, being forced to resign, as one way an employee can be harmed (CACI No. 2500). If you can, talk to a lawyer before you resign.
Can I be fired for filing a discrimination complaint?
No. Firing or punishing you for complaining, filing with the CRD or helping in an investigation is retaliation under Gov. Code 12940(h).
How much does a discrimination lawyer cost in Los Angeles?
We work on contingency: 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. Our fee is a share of any settlement or verdict, and if there is no recovery, you owe no attorney fees. Read more about how contingency fees work in California.
Can I get a free consultation with a discrimination lawyer in Los Angeles?
Yes. Our case evaluation is free, and you can request it online or by phone. A member of our team will ask what happened, when it happened and what documents you have.
How do I write a discrimination complaint letter?
Keep it factual and in writing. List the dates, what happened, who was involved and the characteristic you believe was the reason. Ask the employer to investigate, send it by email so it has a date, and keep a copy. For a broader overview, see your legal protections against discrimination at work.
Talk to a Los Angeles Discrimination Lawyer
If you were fired, demoted, passed over or paid less because of who you are, we can review what happened at no cost. Request a free case evaluation, send us a message or call (213) 493-6300.
You do not pay ANYTHING unless we win!
Last updated: November 2026
This page provides general information, not legal advice. Reading it does not create an attorney-client relationship.