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. What does an employment law attorney do?
2. How do I know if my workplace issue is illegal or just unfair?
Not every unfair action is illegal. A workplace issue may be unlawful if it involves a protected characteristic (such as race, sex, age, disability, pregnancy, or religion) or protected activity (such as reporting harassment, requesting medical or family leave, or complaining about unpaid wages). The specific facts and timing of events often determine whether a legal claim exists.
3. Can I speak with an employment attorney if I’m still working at my job?
Yes. Many employees seek legal advice while still employed, especially when facing retaliation, demotion, reduced hours, discipline, or ongoing harassment. Consulting an attorney does not require you to quit or be terminated.
4. How long do I have to file an employment law claim in California?
Deadlines vary by claim and agency. Many state law claims must first be filed with the California Civil Rights Department, and many federal claims must be filed with the Equal Employment Opportunity Commission. Filing deadlines can range from a few months to several years depending on the type of claim. Lawsuit deadlines after a right-to-sue notice can be much shorter and differ for state and federal cases.
5. Do I have to sign an arbitration agreement at work?
Some employers require arbitration agreements as a condition of employment. Whether an agreement is enforceable depends on how it was written, how it was presented, and the circumstances under which it was signed. Certain terms or procedures can be challenged under California and federal law.
6. What should I bring to a consultation with an employment lawyer?
Helpful materials can include offer letters, employment contracts, handbooks, pay stubs, schedules, performance reviews, disciplinary notices, termination paperwork, and any emails or messages related to the issue. A written timeline of key events and the names of potential witnesses can also be useful.
7. Can undocumented workers bring employment law claims in California?
Yes. California law generally protects workers regardless of immigration status when it comes to wages, workplace safety, discrimination, and harassment. Immigration status may affect certain remedies, but it does not eliminate workplace rights.
8. What types of cases do employment lawyers commonly handle?
9. Where are employment law claims filed in Los Angeles?
Claims may start with an administrative agency, such as the California Civil Rights Department or the Equal Employment Opportunity Commission. Depending on the case, lawsuits may then be filed in California state court or federal court.
10. How are employment lawyers typically paid?
Fee arrangements vary by case and firm. Many employment law matters are handled on a contingency basis, meaning attorney fees are collected only if there is a recovery. Some cases may involve hourly or hybrid fee arrangements depending on the type of claim and representation.
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