Abramson Labor Group represents employees in Pasadena and throughout Los Angeles County in workplace disputes, including wrongful termination, discrimination, harassment, retaliation, and unpaid wages. We represent workers only, never employers, and we handle cases on contingency, so you pay nothing unless we win. Pasadena employment cases are generally heard at the Los Angeles County Superior Court Pasadena Courthouse at 300 East Walnut Street.

Why Pasadena Employees Choose Abramson Labor Group

Employees choose Abramson Labor Group for a documented record of results, a focus on representing workers rather than employers, and a no-fee-unless-we-win structure. Here is what stands behind that, in facts rather than claims:

  • More than 1,900 client reviews. A 4.5-star rating across more than 1,900 Google reviews (as of September 2026).
  • Documented results for California workers. Our results include $1.7 million for a wrongful termination, $1.5 million for a sexual harassment case, and $500,000 for a pregnancy discrimination case. See our case results.
  • We represent employees only. We never defend employers. Our interests stay aligned with the workers we serve.
  • Led by a trial-tested advocate. Founding partner Zev Abramson built the firm in 2015 to represent California employees, backed by a full team serving Los Angeles County.
  • No fee unless we win. Case reviews are free and confidential.

Employment Law in Pasadena: What Local Workers Should Know

Pasadena’s economy runs on a distinct mix of industries, and the workplace issues we see reflect that. The aerospace and research sector around the Jet Propulsion Laboratory, NASA contractors, and Caltech brings disputes over exempt-employee misclassification, whistleblower retaliation on federal contracts, and security-clearance terminations. Huntington Hospital and the wider healthcare sector generate claims over unpaid overtime, missed meal and rest breaks, and retaliation for reporting patient-safety concerns. The retail and hospitality corridors of Old Pasadena and Colorado Boulevard tend to produce wage and scheduling disputes. The office corridors along Lake Avenue see more discrimination and wrongful termination claims.

Pasadena also sets its own minimum wage, higher than the state minimum. As of July 1, 2026, the citywide rate is $18.57 per hour for all employers, regardless of size (City of Pasadena Minimum Wage Ordinance). If your employer paid you below the local rate, you may have a wage claim even when the pay met the state minimum.

What to Look For in a Pasadena Employment Lawyer

The right lawyer for your case focuses on employment law, represents employees rather than employers, has a track record in your type of claim, and works on contingency. When you compare firms, weigh these factors:

  • Employee-side focus. Some firms represent employers. Confirm the firm represents workers, and that employment law is a core practice.
  • A documented track record. Look for verifiable results and reviews, not self-declared rankings.
  • Experience in your claim type. Wrongful termination, wage and hour, discrimination, and harassment are distinct areas. Ask whether the firm handles yours.
  • Local knowledge. Familiarity with the Pasadena Courthouse and local rules like the city’s minimum wage can matter to how your case is handled.
  • Clear fees. Most employee-side lawyers work on contingency, so you pay nothing unless there is a recovery.

Where Pasadena Employment Cases Are Filed

Most Pasadena employment lawsuits are filed at the Los Angeles County Superior Court Pasadena Courthouse at 300 East Walnut Street (LA Superior Court). That courthouse hears civil matters from Pasadena, Altadena, Arcadia, Monrovia, and Sierra Madre. Larger or multi-plaintiff cases sometimes proceed in downtown Los Angeles. You do not need to visit the courthouse to start a claim. Most matters begin with an agency complaint or a demand, and many resolve through negotiation before trial.

Employment Cases We Handle for Pasadena Workers

Serving Pasadena and Nearby Communities

From our Burbank office, Abramson Labor Group represents employees across Los Angeles County, including Pasadena. We also serve workers in Glendale, Burbank, and across the wider Los Angeles region. See our California employment lawyers page for statewide coverage.

Frequently Asked Questions

How much does a Pasadena employment lawyer cost?

Employee-side employment lawyers in Pasadena typically work on contingency. You pay no fee upfront, and the attorney is paid a percentage of any settlement or verdict recovered for you. If there is no recovery, you owe no attorney fee. Abramson Labor Group offers free, confidential case reviews for Pasadena workers.

How do I know if I have an employment case?

You may have a case if your employer fired you for an unlawful reason, failed to pay wages you earned, harassed you based on a protected characteristic, denied you legally required leave, or retaliated against you for reporting illegal conduct. The clearest way to know is a free case review that looks at your specific facts.

What is the deadline to file an employment claim in California?

The deadline depends on the claim. For discrimination, harassment, and retaliation under California’s Fair Employment and Housing Act, you generally have three years from the unlawful act to file with the California Civil Rights Department, and one year after a right-to-sue notice to file a lawsuit (Cal. Gov. Code § 12960). Most unpaid wage and overtime claims have a three-year deadline (Code of Civil Procedure § 338). Some deadlines are shorter, so contact an attorney as soon as possible.

Request a Free Pasadena Employment Law Case Review

If you believe your employer has violated your rights, Abramson Labor Group offers a free, confidential case review. You do not pay ANYTHING unless we win. Request your free case review or call our office at (213) 493-6300.

Last updated: September 2026.

This page provides general information about California employment law and does not constitute legal advice. Reading it does not create an attorney-client relationship.