Workplace and Employment Discrimination Lawyer in Los Angeles
Accident Defenders is a premier full-service law firm based in Los Angeles, specializing in workplace and employment discrimination law across California. With over 30 years of combined legal experience, our work injury lawyers in Los Angeles are dedicated to protecting the rights of injured workers and victims of unlawful workplace practices. Serving Los Angeles, San Bernardino, Riverside, Orange, San Diego, Ventura, and Santa Barbara counties, we aggressively advocate for justice in cases involving retaliation, harassment, wrongful termination, and discriminatory employment conduct. Our firm operates on a contingency-fee basis, with no upfront costs, consultation fees, or hourly charges. Clients pay only if we secure a successful outcome. At Accident Defenders, our workplace discrimination lawyers are committed to obtaining maximum compensation and holding employers accountable for violations of state and federal employment laws. Reach out today to protect your rights.
Different Types of Workplace and Employment Discrimination
Racial Discrimination
Occurs when an employee is treated unfavorably due to their race, color, or ethnic background. Both federal law under Title VII of the Civil Rights Act of 1964 and California’s Fair Employment and Housing Act (FEHA) prohibit such practices, and you can file a case against the employer in such cases with the help of an employment discrimination lawyer.
Gender and Sex Discrimination
Discrimination based on gender, sex, sexual orientation, or gender identity is unlawful under both Title VII and FEHA. This includes sexual harassment, unequal pay, or unfair treatment due to pregnancy or gender expression.
Age Discrimination
Age discrimination involves unfavorable treatment of employees aged 40 and older. Common examples include being passed over for promotions, forced retirement, or age-based layoffs. The Age Discrimination in Employment Act (ADEA) and FEHA protect older workers from these practices, requiring employers to make employment decisions based on merit, not age.
Disability Discrimination
It arises when an employer treats an employee or job applicant unfavorably because of a physical or mental disability. The Americans with Disabilities Act (ADA) and California’s FEHA mandate that employers provide reasonable accommodations and engage in a good-faith interactive process. Failing to do so results in a violation of both state and federal law.
Religious Discrimination
Employers may not discriminate against employees for their religious beliefs or practices, including religious dress, grooming standards, or the observance of religious holidays. Title VII and FEHA require employers to provide reasonable accommodations unless it imposes an undue burden on business operations.
National Origin Discrimination
Discrimination based on national origin occurs when employees are treated differently due to their ancestry, accent, or country of origin. This may include language restrictions, hiring preferences, or xenophobic remarks in the workplace.
Sexual Orientation and Gender Identity Discrimination
It is unlawful to discriminate against employees because of their actual or perceived sexual orientation or gender identity. This includes unequal treatment, verbal abuse, or being denied employment opportunities due to one’s identity or expression; the employer can be taken to court with the help of a work discrimination lawyer.
Marital Status Discrimination
In California, it is illegal to discriminate against an employee based on their marital status, whether they are single, married, divorced, separated, or widowed. Employers must base their decisions on qualifications, not personal life status.
Genetic Information Discrimination
Under the Genetic Information Nondiscrimination Act (GINA), employers may not use genetic information, including family medical history or results of genetic tests, to make employment decisions. This law aims to prevent bias against individuals who may be predisposed to certain medical conditions, ensuring privacy and fairness in the workplace.
Retaliation
Retaliation occurs when an employer punishes an employee for asserting their legal rights, such as reporting discrimination, filing a complaint, or participating in an investigation. While not a standalone form of discrimination, retaliation is often connected to other violations and is strictly prohibited under both federal and California law. Employers must not discourage or punish employees for speaking out.
What Damages Can I Recover From a Workplace Discrimination Case?
Back Pay
Back pay refers to the wages, salary, bonuses, and benefits the employee would have earned if the discriminatory act had not occurred. This includes lost earnings from the time of the discriminatory action (such as wrongful termination or demotion) to the date of a legal judgment or settlement. Under both federal and California law, courts often award back pay as a foundational form of compensation in workplace discrimination cases.
Front Pay
If reinstatement to a former position is not possible due to workplace hostility or a broken employment relationship, courts may award front pay. This compensates for future lost earnings, covering what the employee would have made if they had remained in the role. The amount is usually based on expert projections of how long it would reasonably take to find comparable employment.
Compensatory Damages
It addresses emotional distress, mental anguish, reputational harm, inconvenience, and other non-economic impacts of workplace discrimination. California’s FEHA and federal law both allow for the recovery of compensatory damages, although federal caps may apply based on the size of the employer, which your work discrimination lawyer would explain to you in advance.
Punitive Damages
Punitive damages are awarded in cases where the employer acted with malice, oppression, or reckless indifference to the employee’s rights. Their purpose is not to compensate the employee but to punish the employer and deter similar misconduct in the future.
Attorney’s Fees and Legal Costs
Both state and federal employment laws allow successful plaintiffs to recover reasonable work discrimination lawyers’ fees and litigation costs. This includes filing fees, expert witness fees, deposition costs, and court reporter expenses. Many law firms that handle employment discrimination cases, particularly those also recognized among the best personal injury lawyers for workplace injuries, have the litigation resources to pursue complex claims without burdening clients with upfront expenses.
Interest on Damages
Courts may award pre-judgment and post-judgment interest on monetary damages to account for the time between the injury and the final judgment or payment. This ensures the employee is fully compensated for the delay in receiving justice.
Emotional Stress/Psychological Abuse
What to Expect from a Workplace Discrimination Lawyer?
With the help of some instances, you can better understand the aspects of employment discrimination and the need for hiring a workplace discrimination lawyer. Here are some Wrongful Termination Examples we can consider:
Case Assessment and Legal Analysis
A workplace discrimination lawyer begins by evaluating the facts of your situation to determine whether your employer’s conduct violates applicable laws. This includes reviewing documentation, communications, and your employment history to identify patterns of unlawful discrimination under federal laws like Title VII, the ADA, ADEA, or California’s Fair Employment and Housing Act (FEHA). The lawyer will assess whether there is a legal basis for a claim and explain the strengths and potential weaknesses of your case.
Explanation of Legal Rights and Options
Employment discrimination laws can be complex, with differing rules based on jurisdiction, employer size, and the type of discrimination involved. A qualified attorney will clearly explain your rights and options under the law, including the types of damages you may be entitled to, the legal standards required to prove your case, and the procedural steps involved in pursuing a claim.
Assistance with Administrative Filings
Before filing a lawsuit, most discrimination claims must be reported to an administrative agency, such as the Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department (CRD) (formerly DFEH). A workplace discrimination lawyer will help draft and file your complaint, ensure compliance with filing deadlines, and represent you during the agency’s investigation or mediation process. This administrative stage is crucial, as it often determines whether a lawsuit can proceed.
Evidence Gathering and Legal Strategy
Proving workplace discrimination often requires gathering a variety of evidence, including emails, personnel files, internal complaints, policies, and witness statements. An attorney will assist in identifying and preserving this evidence, issuing legal discovery requests if necessary, and developing a strategy to support your claims. They can also help counter the employer’s defenses, such as performance-based justifications or legitimate business reasons.
Negotiation and Settlement
Many workplace discrimination cases are resolved outside of court through negotiated settlements. A work discrimination lawyer can advocate on your behalf to reach a fair agreement that may include compensation for lost wages, emotional distress, and attorney’s fees, along with potential reinstatement or changes in workplace policies.
Litigation and Court Representation
If a settlement cannot be reached, a workplace discrimination lawyer can file a lawsuit and represent you in court. This includes drafting legal pleadings, engaging in discovery, filing motions, and presenting your case at trial. An employment discrimination lawyer is trained to cross-examine witnesses, challenge improper evidence, and argue your case effectively before a judge or jury. Their legal experience can significantly affect the outcome of complex litigation.
Protection Against Retaliation
Employees often fear retaliation when reporting discrimination. A workplace discrimination lawyer can advise you on legal protections against retaliation and take swift legal action if it occurs.
If you believe you’ve been subjected to workplace discrimination, it’s important to act quickly to protect your rights. Contact us today to speak with a dedicated Los Angeles employment lawyer and take the first step toward justice. Your rights matter, and we’re ready to fight for them.
Illegal activities
This could be the case if an employer asked an employee to engage in improper accounting procedures, such as manipulating ledger data.
These wrongful workplace termination examples cover almost every situation usually faced by employees. Still, we are open to accepting cases that are beyond conventional practices. You can hire a professional work discrimination lawyer to handle such cases.
Frequently Asked Questions
They represent employees facing unlawful treatment, advise on legal rights, gather evidence, file complaints, negotiate settlements, and litigate cases.
An employment discrimination lawyer protects workers’ rights by handling claims involving unfair treatment based on race, gender, age, or disability.
Common types include discrimination based on race, gender, age, religion, disability, pregnancy, sexual orientation, and national origin.
File through the EEOC or California Civil Rights Department by submitting a detailed charge within the legal time limits.
Useful evidence includes emails, performance reviews, witness statements, policy documents, and records showing unequal treatment or retaliatory actions.
Cases vary widely, typically taking several months to a few years depending on complexity, evidence, and whether it settles early.
You may seek back pay, front pay, emotional distress damages, attorney’s fees, reinstatement, punitive damages, and injunctive relief.
Choose experienced firms like Accident Defenders with strong client reviews, proven results, and a focus on employment discrimination law.