Employment Law Attorney in California
When you feel something is wrong at work, you are not just being sensitive; you are likely sensing a violation of your rights. California provides employees with the most workplace protections (California’s employee protection laws) in the nation, but these rights are not self-enforcing. An employer won’t volunteer to correct an illegal pay practice or admit to a discriminatory firing. To secure justice, you need a powerful advocate who understands the intricate landscape of employment law and is dedicated solely to fighting for workers.
At Setareh Law, our team of premier employment law attorneys has recovered over $200 million for California employees by holding employers accountable and forcing them to comply with the law. This guide will walk you through your rights, the value of your potential case, and how to take decisive action.
The Employment Claims We Handle and Win Statewide
Our employment law firm has a proven track record of success across the full spectrum of workplace disputes. We represent employees from Los Angeles to San Francisco to San Diego and every community in between, ensuring that no matter where you work, your employee rights are fiercely defended. Our expertise covers every facet of California Labor Laws, and we regularly secure significant victories in cases involving:
Discrimination and Harassment:
California law strictly prohibits adverse employment actions based on protected characteristics. We build powerful cases for clients who have faced disability discrimination, age discrimination (over 40), racial discrimination, gender or pregnancy discrimination, and discrimination based on sexual orientation, religion, or national origin. This includes fighting against illegal sexual harassment, which can range from demands for sexual favors to the creation of a hostile work environment that makes it impossible to do your job.
Wrongful Termination and Retaliation:
While California is an “at-will” employment state, that doctrine has many exceptions. It is illegal for an employer to fire you for a discriminatory reason, in violation of public policy, or as retaliation for engaging in protected activities. If you were fired after reporting harassment, complaining about unpaid wages, or acting as a whistleblower, you may have a strong case for wrongful termination.
Wage & Hour Disputes:
We aggressively pursue claims for unpaid overtime, meal and rest break violations, minimum wage violations, and illegal paycheck deductions. Many employers misclassify employees as “exempt” or as independent contractors to avoid paying them what they are legally owed. Our employment law attorney excels at unraveling these complex schemes to recover stolen wages for individuals and in class action lawsuits.
Protected Leave Violations:
We protect your right to take job-protected leave under laws like the California Family Rights Act (CFRA) and the Family Medical Leave Act FMLA violations. It is illegal for an employer to deny you rightful leave, interfere with your ability to take it, or retaliate against you upon your return.
Our California employment law attorneys also handle complex cases involving equal pay violations, unreimbursed business expenses, and large-scale PAGA and class action lawsuits when a company’s illegal practices harm a large group of employees.
How Much Your California Employment Case Is Really Worth
Many employees underestimate the potential value of their claims because they only consider lost wages. However, in California, the value of an employment case is significantly higher than in other states due to powerful legal remedies designed to punish employers and fully compensate victims. A set of facts that might yield a $40,000 settlement elsewhere can often result in a recovery of $150,000 to $750,000 or more here.
This is because a successful claim can include compensation for:
- Lost Wages and Benefits (Back Pay): The earnings you lost from the time of the illegal action until the resolution of your case.
- Emotional Distress: Significant damages can be awarded for the anxiety, depression, and mental anguish caused by illegal treatment like harassment or wrongful termination.
- Punitive Damages: In cases of egregious misconduct, these damages are designed to punish the employer and deter future illegal practices. They can often be the largest component of an award.
- Statutory Penalties: California Labor Laws include specific financial penalties for violations like missed meal breaks or inaccurate wage statements, which can stack up quickly.
- Attorney’s Fees and Costs: In most successful employment cases, California law requires the employer to pay your legal fees. This allows employees to hire top-tier employment law attorneys without any upfront cost.
Setareh Law has secured a $2.1 million racial harassment settlement, a $1.65 million disability discrimination verdict, a $1.4 million pregnancy discrimination case, and a $4.8 million meal-break class action. Our employment law attorney has also resolved hundreds of individual cases for amounts between $75,000 and $450,000. Because of California’s robust protections, even lower-wage workers often receive six-figure recoveries when all damages and penalties are calculated.
What To Do the Moment You Realize Something Is Wrong
The actions you take immediately after suspecting an employment rights violation are critical to the success of a future legal claim. Evidence can be fragile, memories can fade, and legal deadlines are unforgiving. Follow these steps to protect yourself:
- Document Everything: Create a detailed, private timeline of events. For each incident, note the date, time, location, what was said or done, and who was present. Do not use your work computer or work email for this; use a personal device and account.
- Preserve All Evidence: Save every relevant email, text message, Slack or Teams chat, performance review, pay stub, and company memo. If you have positive performance reviews, save them; they can be important for countering a false claim that you were fired for “poor performance.”
- Report the Issue in Writing (If Safe): If you feel you can do so without immediate retaliation, report the problem to Human Resources or a trusted supervisor in writing (email is best). This creates a paper trail and officially puts the company on notice, which can strengthen a subsequent retaliation claim if they take adverse action against you.
- Contact an Experienced Employment Lawyer: Do not delay. An employment law attorney can immediately advise you on how to navigate your situation, preserve critical evidence, and understand the strict statutes of limitations that apply to your claims. The sooner you seek legal counsel, the stronger your position will be.
Why Setareh Law Is Different Firm
Choosing the right legal advocate is the single most important decision you will make. At Setareh Law, we are not a general practice firm; we are a dedicated employment law firm built on a foundation of fighting for workers. We serve your case in the Los Angeles County courts or the California Courts.
- We Only Represent Employees: We never represent corporations. Our loyalty is undivided, and our mission is singular: to achieve justice for employees who have been wronged. This focus gives us deep insight into the tactics employers use and how to defeat them.
- A Proven Record of Massive Success: We have recovered over $200 million in real verdicts and settlements for our clients. Our results are not just theoretical; they are life-changing amounts of money that prove our ability to win.
- Recognized as Elite Trial Lawyers: Our attorneys are consistently selected to Super Lawyers and recognized for securing Top 100 Verdicts. This means that when employers see our name on a case, they know they are up against formidable labor lawyers who are not afraid to go to trial and win.
- Unmatched Accessibility and Service: We offer same-day or next-day confidential consultations in English and Spanish. We understand the urgency of your situation and are here to provide immediate guidance.
- Zero Financial Risk to You: We advance all litigation costs and work on a pure contingency basis. You will never pay a single dime out of pocket unless and until we win your case.
Take the First Step Right Now It Costs Nothing
You have carried the weight of this workplace injustice for long enough. The path to holding your employer accountable and securing the compensation you deserve begins with a single, simple step. A free, completely confidential initial consultation with our expert employment law attorneys can provide clarity on your legal options, the potential value of your case, and a strategic plan for moving forward.
Call our dedicated team of employment attorneys 24/7 at 310-807-2652 or fill out the secure contact form on this page. There is absolutely no cost, no risk, and no obligation.
You have a right to be treated with dignity, paid fairly, and work in an environment free from harassment and discrimination. Let us make that right a reality.
Frequently Asked Questions
1. How much does it cost to hire a California employment lawyer?
It costs you nothing out of your own pocket. Reputable employment lawyers work on a contingency fee basis, which means you pay no upfront fees. We advance all costs of litigation, and we only get paid if we win a settlement or verdict for you. In most successful cases, California law mandates that the employer pays our attorney’s fees.
2. Can I sue my employer while I am still working there?
Yes, absolutely. We represent currently employed individuals every week in California and Los Angeles. Filing a claim against your employer is a legally protected activity, and it is illegal for them to retaliate against you for doing so. Any form of retaliation (like a demotion, cut in hours, or termination) will significantly strengthen your original case.
3. How long do I have to file a claim in California?
The deadlines (statutes of limitations) vary. For discrimination, harassment, and retaliation claims, you generally must file a complaint with California’s Civil Rights Department (CRD) within three years. For wage and hour violations, the lookback period is typically three to four years. It is imp to speak with an attorney immediately to ensure you don’t miss these critical deadlines.
4. What if my employer makes me sign an arbitration agreement?
Many employers use arbitration agreements to try to force disputes out of court and into a private, more employer-friendly forum. However, many of these agreements are not enforceable under California law. Our attorneys are experts at analyzing and challenging these agreements to ensure you can have your day in court.
5. My boss said I was fired because I wasn’t a “good fit.” Is that legal?
Sometimes, but “not a good fit” is often a code for an illegal, discriminatory reason. If you are a member of a protected class and have a history of good performance, a vague justification like this can be a red flag for wrongful termination.
6. What is the difference between the DFEH/CRD and the EEOC?
The California Civil Rights Department (formerly the DFEH) handles violations of state anti-discrimination laws, like the Fair Employment and Housing Act (FEHA). The Equal Employment Opportunity Commission (EEOC) enforces federal laws. In California, state laws often provide stronger protections, so claims are typically filed with the CRD first.
7. Can I get my job back? I have even filed a case in court against my employer.
While possible through a remedy called reinstatement, it is relatively rare. Most employees who have sued their employer do not wish to return, and the relationship is often too damaged. Instead, we typically negotiate for “front pay” compensation for future lost earnings as part of a global settlement.
8. What should I bring to an initial consultation?
Bring your timeline of events, copies of any relevant documents (emails, texts, performance reviews, termination letter), and a list of potential witnesses. The more information you can provide, the better our California employment attorneys can assess your case.
9. Will my case have to go to trial?
The vast majority of employment cases, over 95% settle out of court. Employers are often motivated to settle to avoid the risk, expense, and negative publicity of a trial. However, our firm prepares every case as if it will go to trial, ensuring we negotiate from a position of maximum strength.
10. I’m an undocumented worker. Do I still have rights?
Yes. California Labor Laws and anti-discrimination protections apply to all workers, regardless of their immigration status. Your employer cannot use your status to exploit you or retaliate against you for asserting your employment rights.
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