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    Short answer: California gives employees some of the strongest workplace protections in the country. If you were fired, harassed, discriminated against, denied leave, retaliated against for speaking up, or not paid what you earned in Los Angeles or anywhere in the state, you likely have a claim, and the deadlines run from one to three years depending on the law involved. Abdi & Associates, Inc. helps individuals with employment law matters throughout California: we evaluate the claim, explain which laws and deadlines apply, and, where a case calls for it, work with experienced employment trial counsel we trust while staying involved in your case. The consultation is free.

    The laws that protect Los Angeles employees

    Most workplace claims in California are brought under state law, which is broader than federal law and applies to smaller employers. The main sources are:

    • The Fair Employment and Housing Act (FEHA), Government Code section 12900 and following, which prohibits discrimination, harassment and retaliation by employers with five or more employees (harassment rules apply to all employers), requires reasonable accommodation of disability and pregnancy, and provides pregnancy disability leave;
    • The California Family Rights Act (CFRA), which gives employees of employers with five or more employees up to 12 weeks of job-protected leave for their own serious health condition, to care for a family member, or to bond with a new child, and the federal Family and Medical Leave Act (FMLA), which applies to employers with 50 or more employees;
    • The Labor Code, which sets minimum wage, overtime, meal and rest break, expense reimbursement and final pay rules, prohibits retaliation against employees who complain about wages or safety or report violations of law (sections 98.6, 1102.5 and 6310), and protects workers who file workers’ compensation claims (section 132a);
    • Federal law: Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Pregnant Workers Fairness Act, the Fair Labor Standards Act and the Occupational Safety and Health Act, enforced by the EEOC, the Department of Labor and OSHA;
    • The common law, including wrongful termination in violation of public policy, which lets an at-will employee sue when the reason for the firing violates a fundamental public policy.

    Claims we help with

    Wrongful termination

    California is an at-will state (Labor Code section 2922), but an employer cannot fire you for an unlawful reason: because of a protected characteristic, because you complained about discrimination, harassment, unpaid wages or safety, because you took protected leave, filed a workers’ compensation claim, refused to break the law, served on a jury or in the military, or reported wrongdoing. See our wrongful termination page.

    Discrimination

    FEHA prohibits employment decisions based on race, color, national origin, ancestry, religion, sex, gender, gender identity and expression, sexual orientation, pregnancy, age (40 and over), disability, medical condition, genetic information, marital status, military or veteran status, and reproductive health decisions. Federal law covers a shorter list and applies to employers with 15 or more employees (20 for age claims). Discrimination claims include hiring, pay, promotion, discipline, termination and harassment. See our pages on disability discrimination, pregnancy discrimination, racial discrimination and age discrimination.

    Sexual harassment and hostile work environment

    Harassment because of sex, gender, pregnancy or any other protected characteristic is unlawful under Government Code section 12940(j), and an employer is strictly liable for harassment by a supervisor. Harassment includes unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct that creates a hostile work environment; a single severe incident can be enough (Government Code section 12923). Employers must take reasonable steps to prevent and correct harassment, including training. See workplace harassment and hostile work environment.

    Retaliation and whistleblowing

    An employer may not punish an employee for opposing discrimination or harassment, requesting accommodation or leave, complaining about wages or unsafe conditions, refusing to participate in illegal activity, or reporting a violation of law to a supervisor or government agency (Government Code section 12940(h); Labor Code sections 98.6, 1102.5 and 6310). Retaliation includes firing, demotion, cut hours, bad shifts, discipline and threats. Under Labor Code section 1102.6, once you show that protected activity was a contributing factor, the employer must prove by clear and convincing evidence that it would have acted the same way anyway. See employee retaliation.

    Wage and hour violations

    The California minimum wage is $16.90 per hour for all employers as of January 1, 2026, with higher statutory rates for fast food and many healthcare workers and higher local rates in the City of Los Angeles, unincorporated Los Angeles County, West Hollywood and other cities. Non-exempt employees earn overtime at one and a half times the regular rate after eight hours in a day or 40 in a week, and double time after 12 hours in a day or after eight hours on the seventh consecutive day (Labor Code section 510). Employers must provide meal and rest breaks or pay a premium (sections 226.7 and 512), reimburse business expenses (section 2802), provide accurate wage statements (section 226), and pay final wages immediately on termination or within 72 hours of a resignation, with a penalty of up to 30 days’ wages for late payment (sections 201 through 203). Tips belong to the employee and cannot be used to reduce wages (section 351). Misclassifying employees as independent contractors, evaluated under the ABC test (Labor Code section 2775; Dynamex Operations West, Inc. v. Superior Court (2018) 4 Cal.5th 903), is one of the most common ways workers are underpaid. See unpaid wages and wage theft.

    Leave and accommodation

    Employees are entitled to job-protected leave under CFRA, FMLA and the pregnancy disability leave law (up to four months, Government Code section 12945), to paid sick leave (Labor Code section 246), and to reasonable accommodation of a disability or pregnancy-related condition through a good-faith interactive process. Denying leave, refusing to reinstate, or firing someone for taking leave is actionable. See leave of absence rights and the interactive process.

    Severance agreements

    A severance agreement usually asks you to release every claim you have in exchange for payment. Before signing, the claims being released should be valued, and the agreement must comply with California limits on confidentiality and non-disparagement clauses (Government Code section 12964.5; Code of Civil Procedure section 1001). See severance agreements.

    Deadlines

    • FEHA claims (discrimination, harassment, retaliation, failure to accommodate, CFRA and pregnancy leave): a complaint must be filed with the California Civil Rights Department within three years of the last unlawful act (Government Code section 12960), and the lawsuit must be filed within one year of the right-to-sue notice (section 12965).
    • Federal EEOC charges: 300 days in California, and the lawsuit within 90 days of the EEOC notice of right to sue.
    • Wrongful termination in violation of public policy: two years (Code of Civil Procedure section 335.1). Retaliation claims brought directly under the Labor Code, such as section 1102.5, are generally subject to a three-year period (Code of Civil Procedure section 338(a)); confirm the deadline for the specific statute involved.
    • Labor Commissioner retaliation complaints under Labor Code section 98.7: one year.
    • Unpaid wages: generally three years for statutory wage claims, extended to four years when brought under the Unfair Competition Law; wage statement and waiting time penalties have shorter periods.
    • Workers’ compensation retaliation under Labor Code section 132a: one year, filed with the Workers’ Compensation Appeals Board.

    What to do if you are facing a workplace problem

    1. Write down what happened, with dates, names and exact words, and keep copies of emails, texts, schedules, pay stubs and reviews at home, not on a work device.
    2. Report the conduct in writing to HR or management. An internal complaint is protected activity and puts the employer on notice.
    3. Do not resign without advice. Quitting can affect unemployment benefits and the value of a claim, and a resignation forced by intolerable conditions has to be proven as a constructive discharge.
    4. Do not sign a severance, release or arbitration agreement under pressure.
    5. Talk to a lawyer before the deadlines above run. Employment consultations are free and confidential.

    How Abdi & Associates works on employment cases

    Abdi & Associates, Inc. helps individuals with employment law matters throughout California. We evaluate the facts against the statutes above, identify every claim and the agency filings it requires, preserve deadlines, and, where a case calls for it, work with experienced employment trial counsel we trust while staying involved in your case. When a workplace problem follows a work injury, which is common, we handle the workers’ compensation claim and any Labor Code section 132a petition in-house and coordinate the employment claim with it. We work remotely, by phone, video and secure electronic signature. Call (888) 772-2529 or, in Spanish, (323) 310-4264.

    Frequently asked questions

    Can I be fired for no reason in California?

    Yes, at-will employment allows termination for no reason, but not for an unlawful reason. The question is always the real reason, which is proven with timing, comparisons and documents.

    Do I have to file with a government agency before suing?

    For FEHA claims, yes: a complaint with the Civil Rights Department and a right-to-sue notice are required first. Wage claims can go to the Labor Commissioner or to court. Wrongful termination in violation of public policy goes directly to court.

    What can I recover in an employment case?

    Lost wages and benefits, emotional distress damages, statutory penalties, punitive damages in egregious cases, reinstatement in some cases, and attorney fees under FEHA and many Labor Code provisions.

    I signed an arbitration agreement. Can I still bring a claim?

    Usually yes, but the claim may have to be heard by an arbitrator instead of a jury. Whether the agreement is enforceable depends on how and when it was signed and what it says; have a lawyer review it.

    Employment Law Topics We Help With

    Sources: Cal. Gov. Code §§ 12900 et seq., 12923, 12940, 12945, 12945.2, 12960, 12964.5, 12965; Cal. Lab. Code §§ 98.6, 98.7, 132a, 201-203, 226, 226.7, 246, 351, 510, 512, 1102.5, 1102.6, 2775, 2802, 2922, 6310; Cal. Code Civ. Proc. §§ 335.1, 338, 1001; Cal. Bus. & Prof. Code § 17208; 42 U.S.C. § 2000e-5; Dynamex Operations West, Inc. v. Superior Court (2018) 4 Cal.5th 903.

    Reviewed by Shawn Abdi, Esq., Abdi & Associates, Inc. Last reviewed: September 4, 2026. Attorney advertising. This page is general information, not legal advice about your specific situation. Legal deadlines have exceptions; confirm the deadlines that apply to your case with a lawyer.