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Ningún empleado debería tener que sufrir nunca un trato injusto en el lugar de trabajo. Por desgracia, hay ocasiones en las que los trabajadores se enfrentan a condiciones hostiles, entornos de trabajo inseguros, represalias por parte de los supervisores e incluso despidos improcedentes. En ABDI & Associates, estamos aquí para ayudarte cuando necesites a tu lado a un abogado especializado en derecho laboral en Los Ángeles. Nuestro objetivo es garantizar que los trabajadores reciban un trato justo. No dudaremos en emprender acciones legales contra su empleador en su nombre con el fin de recuperar la justicia, la dignidad y la indemnización a las que tiene derecho.

¿Por qué acudir a ABDI & Asociados para una demanda laboral?

Cuando se trata con el estrés inevitable que viene con los casos de derecho laboral, necesita un abogado a su lado en Los Ángeles que realmente cree en ayudar a la gente. En ABDI y Asociados, nos dedicamos a ayudar a los agraviados por los supervisores y compañeros de trabajo. Entendemos cómo estas situaciones pueden afectar su vida, por lo que nos tomamos el tiempo para escuchar su historia y elaborar un camino a seguir que funcione mejor para usted. Nos negamos a retroceder ante empleadores agresivos y sus equipos legales. No nos dejaremos intimidar hasta el silencio.

Por qué necesita un abogado para su demanda laboral en Los Ángeles

Las demandas laborales en Los Angeles son un reto, especialmente para aquellos que no tienen experiencia legal. Cuando usted trabaja con un abogado de derecho laboral, usted tendrá un defensor con los recursos necesarios para examinar todos los aspectos de su reclamo. El papel de un abogado en estas situaciones es multifacético e incluye:

Investigar su reclamación y trabajar para descubrir las pruebas necesarias para demostrar sus alegaciones.
Investigar a fondo al empleador para descubrir cualquier antecedente de los mismos tipos de comportamientos mostrados en su caso.
Manejar todas las comunicaciones y negociaciones con su empleador y su equipo legal en un esfuerzo por recuperar un acuerdo justo en su nombre.
Preparar su reclamación legal para el juicio, si es necesario, para garantizar que reciba un trato justo.

¿Qué es la legislación laboral de Los Ángeles?

El «derecho laboral» es un término muy amplio que abarca una serie de cuestiones jurídicas que pueden afectar a los trabajadores de Los Ángeles, así como de todo el estado y el país. Esta rama del derecho se centra en la relación entre un empleado y su empresa y se compone de miles de leyes estatales y federales, reglamentos y sentencias judiciales. Muchas leyes laborales se basan en normas diseñadas para garantizar unos salarios adecuados. Otras leyes laborales regulan las prestaciones públicas, incluida la prestación por desempleo. En esta página, analizaremos algunos de los principales temas de la legislación laboral de Los Ángeles que pueden afectarte.

¿Qué leyes protegen a los empleados en Los Ángeles?

Algunas de las principales leyes que afectan a los trabajadores son:

Legislación sobre salarios y horarios
Ley de Estadounidenses con Discapacidades (ADA)
Ley contra la discriminación por motivos de edad en el empleo (ADEA)
Ley de Normas Laborales Justas (FLSA)
Leyes de denuncia de irregularidades y represalias
Ley de Licencias Médicas y Familiares (FMLA)
Ley de Derechos de la Familia de California (CFRA)
Ley Nacional de Relaciones Laborales (NLRA)
Ley de Seguridad y Salud en el Trabajo (OSHA)
Título VII sobre discriminación laboral

Esta es una visión general de las leyes laborales, aunque éstas proceden principalmente del ámbito federal. El estado de California ha sido agresivo y previsor en su protección de los trabajadores, y muchas leyes estatales desempeñan un papel importante en la relación empleado/empleador.

Tipos comunes de reclamaciones en las que ayudamos

Al repasar los principales tipos de casos en los que ayudamos a los clientes en ABDI & Associates, queremos que sepa que comprendemos lo complicados que pueden ser estos casos. No todas las demandas laborales son sencillas. Le animamos a ponerse en contacto con nosotros tan pronto como sea posible para que podamos examinar su reclamo y determinar qué tipo de demanda o denuncia a presentar.

Discriminación laboral en Los Ángeles

Nadie debería tener que preocuparse por la discriminación en el lugar de trabajo. Por desgracia, ésta puede producirse de muchas maneras. Cuando examinamos la información disponible de la Comisión de Igualdad de Oportunidades en el Empleo, podemos ver que la discriminación puede producirse de muy diversas formas en el lugar de trabajo. A nivel federal, la discriminación puede producirse por:

Edad
Discapacidad
Estado de gestación
Origen nacional
Raza o color
Religión
Sexo
Orientación sexual
Identidad de género
Información genética

Si nos fijamos en el Departamento de Derechos Civiles de California, vemos que los organismos reguladores de este estado también protegen a los trabajadores a título individual. California ha sido pionera en Estados Unidos al ofrecer protecciones basadas en la orientación sexual, la identidad de género y la expresión de género de las personas. California también protege a las personas frente a la discriminación por su estado civil.

Acoso sexual en el lugar de trabajo en Los Ángeles

La realidad es que, incluso en la actualidad, las personas siguen teniendo que hacer frente al acoso sexual en el lugar de trabajo. Aunque esto ha sido principalmente un motivo de gran preocupación para las mujeres, los hombres también pueden sufrir acoso. Además, los miembros de la comunidad LGBTQ+, en particular los empleados transgénero, sufren altas tasas de acoso sexual y discriminación en el lugar de trabajo. Si consultamos el Código de Gobierno de California (artículo 12940), podemos ver que el término «acoso», en lo que se refiere al sexo, incluye cuestiones como el acoso sexual, el acoso por motivos de género, el acoso relacionado con el embarazo y el parto, o afecciones médicas relacionadas. El acoso sexual puede manifestarse de diversas formas en el lugar de trabajo, entre ellas:

Petición de favores sexuales
Conducta sexual física o verbal
Insinuaciones sexuales no deseadas

A menudo, el acoso sexual en el lugar de trabajo es sutil y puede incluir situaciones en las que las condiciones de empleo o promoción se basan en la sumisión a una conducta sexual.

Reclamaciones de salarios y horas en Los Ángeles

Todo el mundo merece recibir una remuneración justa. Esto incluye percibir, como mínimo, el salario mínimo de California o del municipio en cuestión, así como las horas extras, las comisiones, las primas acordadas y otros conceptos. En primer lugar, la mayoría de los empresarios de California están obligados a pagar el salario mínimo estatal o el salario mínimo aplicable en su municipio. En California, el salario mínimo es de 16,90 dólares por hora para todas las empresas a partir del 1 de enero de 2026, independientemente de su tamaño, y se revisa cada mes de enero. Los trabajadores de la restauración rápida y muchos profesionales sanitarios tienen mínimos legales más elevados. Muchas ciudades establecen tarifas locales más altas. A partir del 1 de julio de 2026, el salario mínimo de la ciudad de Los Ángeles es de 18,42 dólares por hora y en el condado de Los Ángeles no incorporado es de 18,47 dólares, siendo aún más alto en algunas ciudades como West Hollywood; las tarifas locales se ajustan cada mes de julio. Los empleados no exentos de California también tienen derecho al pago de horas extras si trabajan más de 8 horas en un mismo día o más de 40 horas en una misma semana laboral. Los empleadores deben pagar tiempo y medio (1,5) por cualquier hora que una persona trabaje por encima de estos límites. Además, los empleados de Los Ángeles tienen derecho a el doble de su salario por hora si trabajan más de 12 horas en una misma jornada laboral o más de ocho horas en su séptimo día laborable consecutivo de la semana. Además de estas cuestiones relacionadas con el salario mínimo y las horas extras, existen otros tipos de infracciones que podrían producirse y que darían lugar a una infracción en materia de salarios y horarios en perjuicio de un empleado. El estado de California también cuenta con leyes relativas a:

Pagar los descansos y las comidas
Trabajo fuera del horario laboral
Cobrar a tiempo
Pago tras la rescisión
Salarios más bajos para los empleados que reciben propinas
Reembolso de gastos

Wrongful Termination in Los Angeles California is an at-will state, which means individuals are free to leave a job for any reason and at any time. Additionally, employers can usually terminate a person’s employment for just about any reason as well. However, a person cannot be terminated if the job loss amounts to a violation of law or public policy on the employer’s part. In many situations, a wrongful termination case will be tied into other areas of employment law due to the nature of the termination. For example, a wrongful termination claim in Los Angeles could revolve around discrimination in the workplace. Wrongful termination could also occur due to a variety of other factors, including: Reporting discrimination or sexual harassment in the workplace Reporting unequal pay between women and men in the workplace Reporting unsafe work conditions Participating in investigations by state or federal agencies Refusing to participate in fraudulent activities Reporting fraudulent or illegal activities Reporting a workplace injury or making a workers’ compensation claim Requesting allowable ADA accommodations Serving in the military or National Guard FMLA and CFRA Cases Both the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) protect an employee’s right to take time off for certain events, including a personal illness, the birth of a child, or the illness of a close family member. However, employers in California sometimes fail to abide by these laws. Typically, both the FMLA and CFRA allow employees to have up to 12 weeks off for several reasons, including: Health issues that require a person to take time off for recovery The birth of a child or the arrival of a newly adopted child Caring for a child, spouse, or parent who has a serious health condition Depending on circumstances, individuals may also be able to take additional leave, including leave for pregnancy. This is made available through California’s Pregnancy Disability Leave Law (PDLL), in which pregnant women are allowed to take up to four months off, though the leave is unpaid. Not every employer is required to abide by regulations in the FMLA and CFRA. Under the FMLA, employers who have had at least 50 workers over the last 20 weeks in the current or previous year are required to afford FMLA protections to their workers. Additionally, employees who need time off under the FMLA must have: Worked for the company at least a year Worked at least 1,250 hours over the prior year Worked at a location with at least 50 workers within a 75-mile radius Hostile Work Environment There are various ways that individuals can face hostile work environments. Often, a hostile work environment is caused by continual discrimination or harassment in the workplace or due to retaliation for reporting safety issues. Other ways that a hostile work environment can occur include: Physical harassment, which includes unwanted touching of any kind. Verbal threats, whether these threats are implicitly stated or implied Inappropriate jokes, derogatory remarks, and innuendos Request or insinuations related to sexual favors Any type of bullying behavior by coworkers or supervisors It is an employer’s responsibility to prevent a hostile work environment from occurring. California law requires employers to take reasonable steps to prevent workplace harassment, discrimination, and retaliation, and these steps can go a long way in preventing hostile work environments. Whistleblower Claims In some cases, it may be necessary for an employee to come forward to report unsafe work environments, employer violations of law, or instances of harassment or discrimination. Employees should be protected through both state and federal whistleblower laws. California does have strong whistleblower protection laws. These laws are in place to make sure that workers are not retaliated against when they come forward with damning information about their employer. Whistleblower protections extend to: Workers who come forward to law enforcement officials or regulatory agencies to report fraudulent, unsafe, or illegal activities in the workplace. Additionally, these protections extend to those who report “suspected activity,” even if there is no direct evidence. Workers who file internal reports with supervisors or internal watchdog divisions. Those who participate as witnesses for government entities or commissions conducting investigations. In addition to employees, whistleblower protection laws in California also protect those who do not work directly for the employer, including third-party contractors. Employee Misclassification It is not uncommon for employers in California to purposely misclassify employees as independent contractors in order to avoid paying benefits or fair wages. While the use of independent contractors is accepted in some circumstances, improper classification is a violation of law. Assembly Bill 5 was passed into law and took effect on January 1, 2020. This law expanded on a California Supreme Court decision from 2018 (Dynamex Operations West, Inc. vs. Superior Court of Los Angeles) and established a three-prong test to assume that workers will be considered employees unless they: Are free to perform their services with no control or direction from the employer. Perform tasks outside of the employer apostrophe as typical business activities. Are typically engaged in an independently established trade, occupation, or business of the same nature and work they perform for the employer. This law is in place to prevent employers from actively misclassifying workers. However, voters in the state of California passed Proposition 22. This Proposition allowed for rideshare services to continue to classify workers as independent contractors, but it did require that certain “gig” economy employers provide certain protections for workers, including health care subsidies and various types of insurance. Workplace Retaliation When employees voice legitimate concerns about workplace conditions, fair pay, discrimination, or harassment, or when they sustain a workplace injury and file a claim, they should not face retaliation from supervisors or employers. Similar to wrongful termination claims, workplace retaliation claims are often intertwined with other areas of employment law. Types of Compensation Available for Your Case There may be various types of compensation available to employees who file lawsuits against their employers in Los Angeles. The types of compensation available will vary depending on the actual type of claim that gets filed. For example, the compensation available for a person who has not received fair wages may look different from the compensation paid to a person who experiences sexual harassment in the workplace. However, our goal is to generally recover the following types of damages on behalf of our clients: Lost Pay Individuals should be able to recover compensation for any wages they lose as a result of the employment law violation. This could include wages a person loses as a result of wrongful termination or wages lost because a person was denied a promotion due to discrimination, harassment, or retaliation. The total amount of lost pay will vary depending on several factors, including how quickly you were able to gain employment if you were wrongfully terminated. If you are not able to find employment at the same wage, you may be able to recover compensation to make up for the difference between your previous pay and your current wages. Lost Benefits Individuals should be able to recover the value of any benefits lost as a result of wrongful termination or denied promotions. The cost and value of benefits can be difficult to determine, and your attorney may work with employment and economic experts to evaluate exactly how much you have lost. Some of the benefits that a person could lose and these situations include pension or 401K plans, stock options, medical and dental insurance, and more. Emotional Distress In some situations, an employment law violation could result in significant emotional distress for the employee. You may see these losses referred to as “pain and suffering damages.” The total amount of emotional distress damages will vary depending on the overall actions of the employer and the circumstances surrounding each particular situation. Attorney Fees Individuals may be entitled to court costs and legal fees depending on the type of employment-related claim. Punitive Damages Punitive damages may be awarded as a result of employment law actions. However, this is not always the case. Unlike other types of damages, which are intended to reimburse an employee for their losses, punitive damages are intended to act as a punishment to the employer and to deter similar behavior by other employers in the future. How Much Compensation Will You Receive? There is no set amount of compensation available for victims of employment law-related violations. Rather, each case will be evaluated individually. There are various factors that can affect how much compensation a person receives if their claim is successful. These factors can include the egregiousness of the violation, how much income a person has lost as a result of the violation, the level of pain and suffering the victim has endured, and other factors. We strongly encourage you to work with a skilled attorney who can enlist assistance from economic and financial experts to adequately calculate your total losses. Time Limit for Filing Los Angeles Employment Law Claims There are various deadlines in place when it comes to filing employment law-related claims. In addition to the multiple types of actions, we also have to be cognizant of deadlines in place at both the state and federal levels. These claims are guided by separate laws at these levels. Cases filed with the Equal Employment Opportunity Commission (EEOC) at the federal level generally must be made within 300 days of the alleged violation in California, because the charge is also covered by state anti-discrimination law. In states without such a law, the federal deadline is only 180 days. In California, employees can seek recourse through the Civil Rights Department (CRD). If the EEOC or the CRD does not complete their investigation, today must issue a notice of “right to sue” to the employee, and the employee will then have 90 days from the date they receive the right to sue to file a civil action against their employer in court. However, these time limits do not apply to the Equal Pay Act. Under this Act, individuals do not have to file a charge with the EEOC first in order to have the right to have their claim heard in court. The statute of limitations for sexual harassment violations in the workplace is different. Assembly Bill 9 (AB 9) became effective on January 1, 2020. This law extended the time that an employee has to file harassment charges or discrimination charges with the CRD to three years from the date of the alleged incident. Under this law, an employee is required to file a charge with the CRD before they can file a lawsuit in civil court. Under previous laws, an individual only had one year to file a claim with the CRD. After receiving a right to sue letter from the CRD, an individual will have one year in California to file a lawsuit against their employer for the alleged violation. The deadlines in place for filing employment law claims can be incredibly confusing. It is crucial to work with a skilled employment law attorney in Los Angeles who has a deep understanding of these laws and can guide you on the best path forward for your claim. Call a Los Angeles Employment Lawyer Today If you have faced unfair treatment in your Los Angeles workplace, you need to speak to an attorney immediately. At ABDI & Associates, we have the training and experience necessary to help you every step of the way. We will provide an initial consultation of your case, help formulate a plan, and work to recover justice and compensation on your behalf. When you need a Los Angeles employment law attorney, you can contact us for a free consultation by filling out our secure contact form, or you can call us at (888) 772-2529.