Abramson Labor Group represents Santa Ana employees in wrongful termination, wage theft, discrimination, harassment, and retaliation, on contingency, so you pay nothing unless we win. As the seat of Orange County, Santa Ana hosts the court that hears the county’s employment cases, and it is one of the few cities with a state Labor Commissioner office. From manufacturing plants and hospitals to restaurants, construction sites, and county offices, we handle the claims that come out of the workplaces driving this city.

Why Santa Ana Employees Choose Abramson Labor Group

  • Results we have secured include $1.5 million in a sexual harassment case and $500,000 in a pregnancy discrimination case. Browse our case results.
  • Clients rate us 4.5 stars across more than 1,900 Google reviews (as of September 2026).
  • Zev Abramson founded the firm in 2015, earned his J.D. at Loyola Law School, and belongs to CELA and CAALA.
  • We work only for employees, never for employers, so our loyalty never splits.
  • You can work with us in English or Spanish, and our intake team also assesses cases in Armenian.
  • Experience across the industries that define Santa Ana: manufacturing, healthcare, retail and food service, construction, and county government.

Employment Law in Santa Ana: What Local Workers Should Know

Santa Ana has a large immigrant workforce and a wide industrial base, which shapes the claims we handle here. The most common problems cut across manufacturing, healthcare, retail, food service, and construction.

Your rights do not depend on immigration status

Every California workplace protection, minimum wage, overtime, breaks, and safety, applies regardless of immigration status. It is an unlawful adverse action for an employer to threaten to report your status because you asserted a workplace right (Labor Code section 244), and threatening to contact immigration authorities is an unfair immigration-related practice under Labor Code section 1019, carrying a penalty of up to $10,000 per violation under section 1019.1. When you file a wage claim, the Labor Commissioner does not ask about or report immigration status.

Wage and hour rules apply to every industry, including fast food

California’s statewide minimum wage is $16.90 per hour as of January 1, 2026 (California Department of Industrial Relations). Fast-food workers at chains with 60 or more locations nationwide have a right to a higher rate of $20 per hour under AB 1228 (California Labor Commissioner, Labor Code section 1474). Non-exempt workers are also owed overtime at 1.5 times their rate after 8 hours in a day or 40 in a week, and double time after 12 hours. Common local violations include unpaid overtime on long manufacturing and healthcare shifts, missed meal and rest break premiums, off-the-clock work in retail, and illegal deductions or tip theft in restaurants.

Misclassification is common in manufacturing and construction

Some employers label workers as independent contractors, or use staffing agencies, to avoid paying overtime, providing workers’ compensation, and giving required breaks. Under California’s ABC test, the law presumes you are an employee unless the company can prove all three parts of the test, including that you are free from its control and doing work outside its usual business (Labor Code section 2775). Employers can owe misclassified workers years of back overtime, break pay, and expense reimbursement.

The law protects you when you report a problem

If you report what you reasonably believe is a violation of law, to a supervisor or to a government agency, your employer cannot retaliate against you (Labor Code section 1102.5). You do not have to prove the violation actually happened; you need a reasonable belief at the time. This covers safety complaints in healthcare and construction, wage complaints in retail, and fraud reports in office settings.

Recognize your situation above? Find out where you stand, at no cost to you.

What to Look For in a Santa Ana Employment Lawyer

  • Who they work for. Some firms defend companies too. You want one that only takes the worker’s side.
  • A track record in your claim type. Wage theft, discrimination, and retaliation are different areas of practice. Ask about documented results in yours.
  • Language access. In a city with a large Spanish-speaking workforce, being able to work in your language matters.
  • How they charge. On contingency, the firm takes the financial risk and you pay nothing unless you recover.

Which Court Hears Santa Ana Employment Cases

Santa Ana is the county seat, so Orange County employment cases go to court here. Workers file unlimited civil cases with the Superior Court of California, County of Orange, at the Central Justice Center, 700 Civic Center Drive West, Santa Ana, CA 92701. The city is also home to the state Labor Commissioner’s Santa Ana district office at 2 MacArthur Place, which handles wage claims for all of Orange County. You do not need to visit either office yourself; with a lawyer you can file directly in Superior Court, and we handle every step.

Employment Cases We Handle for Santa Ana Workers

Serving Santa Ana and Nearby Communities

We represent employees across Santa Ana and Orange County, including nearby Garden Grove and Irvine. We also represent workers statewide through our employment lawyers across California.

Frequently Asked Questions

Do I have rights if I am undocumented?

Yes. Every California worker has the same core rights to minimum wage, overtime, meal and rest breaks, and a safe workplace, regardless of immigration status. It is illegal for an employer to threaten to report your status because you asserted a workplace right, and the Labor Commissioner does not ask about or report immigration status when you file a claim. Our consultations are confidential, and we do not ask about your status.

My employer pays me in cash. Do I still have rights?

Yes. Paying you in cash does not exempt your employer from minimum wage, overtime, break, or safety requirements. Cash payment is often a sign of other violations, like failing to provide itemized pay stubs or to carry workers’ compensation insurance. You still have every legal right, and you can still file a claim.

I work fast food. Is my minimum wage really higher?

If your restaurant is part of a national chain with 60 or more locations, yes. Under AB 1228, employers must pay covered fast-food workers at least $20 per hour, above the $16.90 statewide minimum. That applies from your first day, to every hourly role at the location. If your employer pays you less, that is wage theft.

How much does a Santa Ana employment lawyer cost?

You do not pay anything unless we win. We take employment cases on contingency: the case evaluation is free, and you will not pay for legal counsel or court fees out of pocket. We collect a share of any settlement or verdict, and if there is no recovery, you owe no attorney fees.

Request a Free Santa Ana Employment Law Case Review

Talk to us before you sign anything, quit, or let a deadline pass. Call (213) 493-6300 or request a free case review. The consultation is free, confidential, and carries 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.